Smart vs Intelligent Essay Example

Smart vs Intelligent Essay I.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Definition of Smart and IntelligentThere are several definitions of the words Smart and Intelligent. Before differentiating and comparing both words, it is important to determine the meaning of the word smart and intelligent. Some people think that the words smart and intelligent can be used interchangeably. However, if people would investigate closely the definitions and applications of the word both words have a different meaning. Smart can be defined as a person that proves to be alert, thinks on his own and resourceful. It can also be defined as sophisticated and chic. Other context of smart shows that the word means bright, and fresh. There are other meanings of the word smart but the definition that would be discussed would be related to the word intelligent. The word intelligent means having the capability for thought and reason. The word can also mean possessing knowledge. Other meaning used by smart e conomy is healthy or executing fine judgement.II.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Comparison of Smart and IntelligentBased on the definitions, it can be concluded that a person is intelligent if he or she possesses the right knowledge, in other words a genius. A person is considered a genius if he or she can easily know or remember certain things in the world, a person who has innate knowledge without needing further studying. A smart person is a person who is brilliant in terms of using his knowledge to his or her benefit. He or she can be considered as someone who can get out of any difficult situation. For example, Being a genius means knowing everything by the book and being able to provide the right calculations. However, being smart is having the knowledge to apply his knowledge in real life situations. Intelligent people are regarded as the Einstein’s of the world. Smart people can be regarded as those people that have the right judgemen t in things. A person can be both smart and intelligent at the same time, however there are those people who can be regarded as intelligent only but not smart and there are those who are smart but not intelligent. For example a smart and intelligent person knows the theories and concept of a business and at the same time knows how to apply this theories and concept in the business itself. A smart person does not know the right theories and concept but knows how to manage the situation well, On the other hand an intelligent person is someone who knows every concept and theories by the book but this person does not know how to apply it in the actual situation.III.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Which is Better Smart or Intelligent?Based on my opinion, it is better to be smart than intelligent. This is so because an intelligent person may know all the knowledge in the world but the knowledge is not helpful if he or she does not know how to apply it. The knowledge i s useless if it cannot be used at a time when the person already needs to use it. On the other hand, even though a smart person does not know any concept and theories about the matter, he or she does everything in his power to apply something through the use of his common sense. The important element that a smart person has is his common sense. Even if formal training is not given to the smart people, the person can still do something about a certain situation because he would do what he think is right based on his judgement on the situation. As much as possible it is better to have both qualities because having the right knowledge and background and being able to apply these theories and concept in the real life is a good strategy. If a person knows everything about what he does then nobody can trick him into doing the wrong thing. A smart person bases his judgement on common sense however, if a person does not have the right instincts then he or she can do something wrong and as s uch can be a source of mistake.IV.  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Smart and Intelligent SituationsDuring exams, I can be considered as an intelligent person if I get the right answers in identification, matching type and enumeration type of exams. It is necessary to have the right knowledge when answering these type of questions. This is so because these type of questions require the exact answers for it to be right. However, for math problems such as problem solving and essay type questions such as application of a concept in a certain application, it is better to be smart. Problem solving needs analysis in order to determine the correct answer. If the problem is not analyzed correctly, it could lead to wrong calculations and wrong answers. Essays also need a bit of analysis so that the person can provide the right answers. Understanding of the concept is necessary for essay type questions. However, both qualities are necessary in school that is why it is important that students like us know and understand the concepts and theories behind the subjects that we are taking. Knowledge in a certain subject is not enough to ensure high grades. It is also necessary that we students have the right understanding in the certain subjects.

Letting Your Challenges Define Youâ€Finding Your Niche

Letting Your Challenges Define You- Finding Your Niche I had every reason not to write. With all three of my kids having major disabilities, my life was about plate-spinning and hoping that my plates would not all come crashing onto the floor- at least, not all at once. I felt sorry for myself- for leaving teaching to play caregiver, and for quitting on the writing I loved. But, helping my kids was my callingand yet, also a challenge that stopped my career and defined who I was. Caregiver. Not writer. Sure, I wrote some lessons for their teachers. I had my teaching credential and a masters in educational curriculum development. Why not? But, mostly, I just volunteered. My kids are now 20-something; only my son has launched. Both of my girls still need help with crisis-management and life skills. It seemed like my life was all about helping kids navigate theirs. There was no room for a writing career. Until the day, twelve years ago, my sons teacher asked me for help. Federal law mandates schools teach transition skills to students with special needs. Students need to learn how to adultfrom cooking and cleaning, to finding and keeping a job. What she found was either too-print-rich or too ba It felt good. Here was a project I could do while my kids were asleep. It was creative and needed. Â  It was almost like Id been training my whole life to write this work. It took off. First, I sold hard copies to local teachers. Word spread. Soon, teachers wanted new topics for different populations- kids who needed basic life skills, kids on the autism spectrum, kids who were in workability programs- and Daily Living Skills emerged. As sales grew, I submitted to educational publishers. They rejected me because my niche market was too small. I continued to self-publish. I joined Teachers Pay Teachers (TpT). They sell digital lessons During this time, Hope wrote about a call for submissions from Chicken Soup for the Soul in Funds for Writers. I wrote about the miracles of life with special needs kids. Im now a regular author for them. Â  I soon added a bi-weekly column about parenting special needs teens on HealthyPlace.com. I began speaking at conferences and developed a following. A new family crisis inspired me to write a novel about a bipolar teen finding the hero within herself. The Edge of Brilliance was my first YA novel, published Ironically, I now write every chance I get. I speak at conferences and post on blogs, my articles appear in magazines all over the country and books on a regular basis, Ive published one novel and am working on another, and Im considered an expert in my field. I do this while still staying home as a caregiver for my daughters and helping them navigate the last steps of transition. And yet, I am a writerbecause I let my challenges define my niche. Links: www.susantraugh.com www.teacherspayteachers.com/Store/Susan-Traugh www.teacherspayteachers.com https://www.healthyplace.com/blogs/author/straugh https://www.facebook.com/transition2life.dailylivingskills/ susan.traugh@gmail.com

Chinese literature response 1st Essay Example | Topics and Well Written Essays - 500 words

Chinese literature response 1st - Essay Example This was a central theme to the Yuang and Ming dynasty based on ideas of political expansion and social diversity that was beginning to influence different regions and is portrayed throughout this work. â€Å"Only this place is paramount†¦.At heaven’s edge autumn clouds furl; / bamboo hawsers cable together the floating bridge, / On the water a steel blue dragon reclines. / East and west it breaches into the rune regions / north and south it threads together a hundred streams† (118). While Wang is speaking about the place that Student Zhang is going to, it also shows that this is a central point for unification of east, west, north and south. The politics that relate to this and the influence of the environment at the time influence this specific concept and theme. This one rhetorical passage not only defines the idea of expansion and unification of political territories. This is also seen through the symbol of the characters that reflect this passage, as well as the metaphor of the entire work. The Student Zhang is located in the western wing of the monastery and Oriole, his lover, is in the east wing. Their love is seen by each when they go to different sides of the monastery to visit each other. This is representative of the theme of unification of north and south. The two characters and monastery become symbolic of the division of each side that is brought together through the actions and expressions of both characters. This is able to intertwine with the passage given that shows the meeting point of all sides. Another relationship to this main theme is based on the actions taken throughout the book. The plot line follows the Yuan and Ming dynasties and what was politically occurring during this time. This is specifically represented by Oriole’s mother and the actions she takes after the monastery is invaded, specifically by offering her daughter’s hand in marriage for defeating the opposing side. Putting this conflict into

Clinical Reasoning Assessment Scenario Essay Example | Topics and Well Written Essays - 2000 words

Clinical Reasoning Assessment Scenario - Essay Example Diagnosis is an abstraction of signs, symptoms, and inferences based on the patient assessment and scientific knowledge of the attending nurse (Malen, 1986). This paper will provide the nursing diagnosis and the supporting evidence for postoperative cholecystitis and cholylithiasis patient. The patient is Cicek Olcay, 53 years old, Turkish, and admitted at Day Procedure Unit or DPU (Bullock and Henze, 1999). All admission requirements had been collected and indicated, the checklist completed. Her gall bladder has been removed and pain was only experienced during a transition or transfer to the ward from the post anaesthetic recovery room or P.A.R.U. Pathophysiology of cholecystitis and cholelithiasis – it is an acute inflammation of the gall bladder associated with obstruction of by the gall stones. The causes can be that common bile duct stones were formed in the bile duct, or they may be formed in and transported from the gall bladder (Doenges et al, 2010). It was suggested that Cholelithiasis is usually asymptomatic while Cholecystitis can result if stone becomes lodged in one of the ducts (Cuschieri, Dubios, Mouiel, Mouret, Becker, Buess, G, et al, 1991). Etiology The stones usually develop in and obstruct the common bile duct or the cystic duct; it is also found in the hepatic, small bile, and pancreatic ducts. 90% of cases involve stones in the cystic duct or calculous cholecystitis, and the other 10% involve cholecystitis without stones or acalculous cholecystitis according to Gladden & Migala (2007). The stones are made up of cholesterol, calcium bilirubinate, or a mixture caused by changes in the bile composition. Bile cultures are positive for bacteria in 50% to 75% of cases but bacterial proliferation may be a result or consequence of cholecystitis, but never the cause (Gladden & Migala, 2007). Other causes include stasis of bile or bacterial infection or ischemia of the gallbladder. The failure to remove impacted stone can lead to bile stasis or bacteremia and septicemia causing cholangitis which is considered a medical emergency. The statistics for morbidity of gallstones are two to three times more frequent in females than in males. The perforation occurs in 10% to 15% of cases, and 25% to 30% of clients either require surgery or develop complications (Gladden & Migala, 2007). Mortality was indicated that about 10,000 deaths occur annually; about 7,000 deaths result from gallstone complications, such as acute pancreatitis. There is 4% mortality rate for calculous cholecystitis and about 10-50% rate for acalculous cholecystitis. Care Setting Severe acute attacks of cholecystitis and cholelithiasis usually require brief hospitalization. This type of care is applicable for the acutely ill, hospitalized client and surgery is usually performed after symptoms for the illness have subsided (Bisgaard et al, 1999). Nursing Priorities The priority for the nurse during the care for patient with cholecystitis and cholelithiasis i s to relieve pain and promote rest. In addition, the patient should be assisted to maintain fluid and electrolyte balance, prevent complications, and provided with information about disease process, prognosis, and treatment needs (Doenges et al, 2010, 498). The following are subjective data, objective data, vital sign, nursing

Uses of coal Research Paper Example | Topics and Well Written Essays - 1000 words

Uses of coal - Research Paper Example Coal is a fossil fuel and is the altered remains of prehistoric vegetation that originally accumulated in swamps and peat bogs. The energy we get from coal today comes from the energy that plants absorbed from the sun millions of years ago. All living plants store solar energy through a process known as photosynthesis. When plants die, this energy is usually released as the plants decay. Under conditions favorable to coal formation, the decaying process is interrupted, preventing the release of the stored solar energy. The energy is locked into the coal. Coal formation began during the Carboniferous Period - known as the first coal age - which spanned 360 million to 290 million years ago. The build-up of silt and other sediments, together with movements in the earth's crust - known as tectonic movements - buried swamps and peat bogs, often to great depths. With burial, the plant material was subjected to high temperatures and pressures. This caused physical and chemical changes in th e vegetation, transforming it into peat and then into coal. (World Coal Association) Coalification The quality of each coal deposit is determined by: varying types of vegetation from which the coal originated depths of burial temperatures and pressures at those depths length of time the coal has been forming in the deposit The degree of change undergone by a coal as it matures from peat to anthracite is known as coalification. Coalification has an important manner on coal's physical and chemical properties and is referred to as the 'rank' of the coal. Ranking is determined by the degree of transformation of the original plant solid to carbon. The ranks of coals, from those with the least carbon to those with the most carbon, are lignite, sub-bituminous, bituminous and anthracite. Initially the peat is transformed into lignite or 'brown coal' - these are coal-types with low organic maturity. In contrast to other coals, lignite is quite soft and its color can array from dark black to various shades of brown. Over many more millions of years, the continuing effects of temperature and pressure produces further change in the lignite, progressively increasing its organic maturity and transforming it into the range known as 'sub-bituminous' coals. (World Coal Association) Further chemical and physical changes occur until these coals became harder and blacker, forming the 'bituminous' or 'hard coals'. Under the right conditions, the progressive increase in the organic maturity can continue, finally forming anthracite. (World Coal Association) In addition to carbon, coals contain hydrogen, oxygen, nitrogen and varying amounts of sulphur. High-rank coals are high in carbon and therefore heat value, but low in hydrogen and oxygen. Low-rank coals are low in carbon but high in hydrogen and oxygen content. Coal is one of the world’s most important sources of energy, fuelling almost 40% of electricity worldwide. In many countries this figure is much higher: Poland rel ies on coal for over 94% of its electricity; South Africa for 92%; China for 77%; and Australia for 76%. Coal has been the world’s fastest growing energy source in recent years – faster than gas, oil, nuclear, hydro and renewables (The Coal Resource). Coal has a very long and varied history. Some historians believe that coal was first used commercially in China. There are reports that a mine in northeastern China provided coal for smelting copper and for casting coins around 1000 BC. One of the earliest known references to coal was made by the Greek philosopher and scientist Aristotle, who referred to a charcoal like rock. Coal cinders found among Roman ruins in England indicate that the Romans used energy from coal before AD 400. Chronicles from the Middle Ages provide the first evidence of coal mining in Europe and even of an international trade as sea coal from exposed coal seams on the English coast was gathered and exported to Belgium. (The Coal Resource). Coal ha s played this significant role for centuries –

Factors influencing employee Affective Commitment

Factors influencing employee Affective Commitment In this era of globalization there is a dynamic business world which demands continuous change. Change in an organization is undeniable. Organizations have to make changes either due to external or internal factors. In the process of adaptation of change adaptive leader provides new roles, responsibilities, values and the ways of working to his employees. No doubt it is quite uneasy for employees to adopt change (Heifetz. R, Laurie, 2001). In order to manage these changes, understanding the process of change management is very important for the success of organization in the continuously changing business environment (Lowder, 2009). Change is defined as making something different in some particular way (Randle Flamholtz, 2008, p.3 ) Change is anything which is different from norms. Organizational change refers to activities associated with planning, designing, implementing and internalizing tools, procedures, routines, processes, or systems that will require people to perform their jobs differently (Mourier Smith, 2001, p.212). For successful implementation of change employees have to adopt new roles, new values, new relationships and new approaches to work. There are many different types of changes on the basis of different criteria. As Dunphy and Stace (as cited in Rafferty Simons, 2006) define four types of organizational changes,  ¬Ã‚ ne-tuning change, incremental adjustment, modular transformation and corporate transformation. Fine-tuning change means small changes adopted in the strategy, structure and the process of an organization. Background of the study When leader applies change in an organization he should not only check the performance of the firm but also check that how much employees are committed to change, because change has direct impact on employees (Heifetz.R. Laurie, 2001). If employees are committed they will support the change initiatives. Can commitment to change be obtained and, if so, will that help the implementation efforts (Parish Cadwallader, 2008). There is a need to understand how employees perceive change. How organizational change can be supported by employees commitment (Herscovitch Meyer, 2002). There is growing interest in estimating the role of employees commitment in the success of organizational change (Parish Cadwallader, 2008). To get employees commitment, leaders of an organization should understand the factors which enhance commitment to change. In Pakistan there are no significant research study conducted regarding change management. This study is conducted for sports goods manufacturing sector of Pakistan. In manufacturing sector transformational changes are usually considered to be capital intensive. In Pakistan sports goods manufacturing sector is labor intensive. So both fine tuning change and employee commitment can be measured in this sector by this study. Significance of study This study tries to explain the role of affective employee commitment for the success of organizational change. Basically this study is an attempt to fill the gap by adding new factors in the model which was proposed by Noble Mokwa, (1999) and then used by Parish Cadwallader, (2008). This study tests their model by adding new factors like self autonomy, trust in coworkers to add some knowledge in the literature. This study also provides factors responsible for successful implementation of fine tuning change in sports goods manufacturing sector of Pakistan. Broad Problem Area In Pakistan there is lack of research regarding change management practices. Major areas in which change management has implemented are federal board of revenue of Pakistan and irrigation system of Pakistan. There is a need of change in sports goods manufacturing sector of Pakistan for its progress in all over the world . There is gap for measuring organizational change with respect to employee commitment to organizational change Parish Cadwallader, (2008) and this study fills up that gap by adding some new factors from different studies. Research objective Main objective of this study is to measure the factors which can influence employee affective commitment to fine tuning change in sports goods manufacturing organization of Pakistan. Delimitations of the study Due to constraints of time, geographic area and little experience in the field of research this study limits itself to sports goods manufacturing organization in Sialkot. Literature review Change management is a painful process for almost any organization. In the form of change leaders and followers both take it as challenge. Changes in societies, markets, customers, competition, and technology around the globe are forcing to clarify their values, develop new strategies and learn new ways of operating (Heifetz, R. Laurie, 2001). Types of organizational changes There are many types of organizational changes on the different basis Dunphy, Stace (as cited in Rafferty Simons, 2006) define four types of organizational change on the basis of level of change, content of change, and the impact of change. Level of change means either the change is on big level or small level. Content of change means either changes is due to external factor or internal factors. Four types of changes are four types of change including  ¬Ã‚ ne-tuning change, incremental adjustment, modular transformation and corporate transformation. Fine tuning changes are done on small level of an organization usually at departmental or divisional levels. Incremental adjustments are those which are not radical but direct modifications in firms strategy, structure and management process. Modular transformation refers to realignment of one or more departments or divisions. Corporate transformation refers to change that is done on corporate level and revolutionary in its impact. I n many cases fine tuning change has positive and significant consequences as compare to other types. Employees are more adoptive and show commitment towards fine tuning change (Rafferty Simons, 2006). Employee commitment The extent to which a person identifies with and works toward organization-related goals and values (Noble Mokwa, 1999, p. 54). In the context of organizational change another definition is a force (mind-set) that binds an individual to a course of action deemed necessary for the successful implementation of a change initiative (Herscovitch Meyer, 2002, p. 476). Affective, continuance and normative commitment For deeply understanding the concept of commitment, Meyer Allen, (1991) gave a three component model having three categories of employee commitment, affective, continuance and normative commitment Meyer Allen, (1991) defines affective commitment (AC) as employees emotional attachment to, identification with, and involvement in the organization in other words employees stay with a  ¬Ã‚ rm because they want to. Continuance commitment (CC) means that the employee is very much aware about the cost to leave the organization in other words employees stay with a firm because they need to. Normative commitment (NC) means feeling of obligation to continue employment in other words employees stay with a firm because they ought to. Some categories of commitment were also discussed by Bennett, (2000) in different way. Three psychological bases for organizational attachment are compliance commitment, identification commitment and internalization commitment. Compliance commitment (continuance commitment) means the employees are committed to the organization because there are high monetary and social costs to leave the organization. Identification commitment (affective commitment) is commitment based on an emotional bond with the organization and the persons desire to be affiliated with the organization. Internalization commitment (Normative commitment) is internalized norms shared with the organizations goals, values and mission. When change affects an organizations core values employees internalized organizational commitment will be eroded. Since internalized commitment can be associated with other behaviors key to the change process this can have serious implications to an organization (Bennett, 2000). On the basis of above three components model of commitment Herscovitch Meyer, (2002) proposed a three-component model of commitment to organizational change and suggested that it has advantages similar to those demonstrated in the organizational commitment literature (e.g. improved ability to predict employee behavior). Therefore, affective commitment to change refers to a desire to support a change; continuance commitment to change is based on recognition that there are costs associated with resisting change, and normative commitment to change reflects a sense of obligation to be supportive. To measure the employees commitment to change there are different factors proposed by several researchers. Some of them are discussed here. Factors influencing employee commitment to organizational change Participation Employee participation refers to a process in which in ¬Ã¢â‚¬Å¡uence is shared among individuals who are hierarchical unequals. In participation process subordinates equally share decision making authority with their superiors (Wagner, 1994). Many researchers have found that employee participation in decision making process is very important for the success of change as it reduces the resistance to change. Participative management encourages employees to participate in the process of making those decisions which directly affect their working environments ( Erturk. A, 2008). In many organizations change process badly failed because top management not involved their employees in the change process decisions. Lack of employee participation leads to unawareness of change so middle and lower level employees could not manage themselves with change. Employees dont get enough time to socialize themselves with change (Stanleigh, 2008). Employee participation not only provides task clearance but also gives self satisfaction and learning to employee. Employee participation can be used as tool by which top management can reduce resistance to change (Tonnessen, 2005). Participation increases the job performance by reducing role conflict and role ambiguity (Rafferty Simons, 2006). From above point of views I can propose that there is positive relationship between employee participation and employee commitment. Trust in superiors Trust has been de ¬Ã‚ ned as the willingness of a party to be vulnerable to the actions of another party based on the expectation that the other will perform a particular action even in the absence of monitoring or controls (Mayer, Davis, Schoorman, 1995; Rafferty Simons, 2006). Trust in seniors decreases the fear of change and manage the mindset of employees (Cheramie, 2008). Basically changes are initiated and driven by senior organizational leaders and employees take these changes as a risk for themselves (klein, 2004) in such situation trust in top management is very much important to keep the employees on the correct track by telling them the benefits of change. I propose that that there is a positive relation between trust in top management leaders and employees job commitment. Role autonomy Role autonomy refers to the degree to which employees experience freedom, independence and discretional decision making in terms of scheduling their work, selecting their equipment they will use, and deciding on procedures to follow (Graham Nafukho, 2007). When employees report high level of autonomy they believe they are able to act independently and control their own work. Role autonomy refers to the extent to which one has freedom to make job decisions and adjust behaviors accordingly (Noble and Mokwa, 1999). A manager who grants employee autonomy is perceived as sharing control. Under conditions of greater Autonomy, employees tend to have greater commitment to change (Tonnessen, 2006). Employees who have a sense of autonomy about their role in implementing workplace change initiatives they will develop commitment to change. I propose that there is positive relation between employee role autonomy and employees commitment to change. Trust In coworkers Another factor which can be linked with employees commitment to change is an individuals trust in his coworkers. Researchers argued that high level of trust within a work group leads to better understanding of task, improved performance, high level of corporation within work group and psychological satisfaction (May, Gibson, Harter, 2004). When there is high level of trust within there is low stress and tension which increase the innovation and performance of employees (Spector Jones, 2004). When any change comes in the system work group with high level of trust can better understand and response to that change Stanleigh, (2007) explored the relationship of organizational justice and trust for implementing change. They investigated the nature of trust through depth interviews of employees. They found that there is a little difference between trusting and mistrustful employees perceptions of distributive justice. They claimed that employees who experienced trusting emerged to receiv e an emotion of being respected and esteemed from their societal relations with top management. Job motivation Motivation is an energizing force with implications for employees behavior (Meyeret al., 2004). We believe that job motivation also influences attitudes. Specifically, it has implications for employee commitment to organizational change. In fact, there is a growing body of literature that supports the positive relationship between job motivation and employees attitudes toward change (Coopey Hartley, 2004). Paton and McCalman (2006) argued that organizational success is generated by motivated people. Furthermore, the greater the job motivation the greater the likelihood of employee commitment to the organization and to organizational change (Mathieu and Zajac, 2007; Thorsurd, 2002). Thus, I propose that employees experiencing high job motivation develop employee effective commitment. Outcomes of employee commitment to organizational change There are very few research studies in which researchers attempt to link employee affective commitment with organizational outcome. According to Meyer and Allen, (1991) affective commitment is positively associated with organizational outcomes by using importance, scope, and support from senior management as a factors influencing employees commitment. On the basis of model presented by Noble and Mokwa, (1999) and further used by Parish and Cadwallader, (2008) this study suggests two outcomes of employee commitment to organizational change and these are Perceived implementation success and Individual learning. Perceived implementation success Noble and Mokwa , (1999) identified implementation success as a primary outcome of commitment to a change and defined it as the extent to which an implementation effort is considered successful by the organization. Although researchers often evaluate strategic success from the viewpoints of managers Noble and Mokwa, (1999), it is valuable to consider nonmanager perspectives as well. Implementation can be effective only when employees are committed (Paton McCalman, 2000). In fact, Conner and sPatterson, (2001) labeled the lack of employee commitment as the most prevalent factor contributing to failed change projects. I propose that affective employee commitment to change is positively related with implementation success. Individual learning Learning has been defined as a knowledge-creation process in which information interpretation leads to a change in behaviors (Lehesvirta, 2004). Learning is part of the change process. For example Gibb and Scott, (2003) found that firms change by solving problems as they arise and by learning from the problem-solution process. Employees committed to change efforts are more likely to learn from the process. Loyal employees want to contribute to and see the results of their efforts, and they can do so through learning Teare and Rayner, (2002).When employees learn from being involved in an organizational change, they consider that learning to affect the success of the implementation. I propose that affective employee commitment to change is positively related with individual learning. Proposed model Employee participation Role autonomy Trust in senior leaders Job motivation Employee affective commitment to fine tune change Individual learning Implementation success Employee affective commitment to fine tune change Implementation success Individual learning Limitation of the study Some limitations of this study that could lead to future research are following. For this study data gathered from sports goods manufacturing organization of Pakistan. The same study can also be conducted for services sector of any country. Model of study emphasis on fine tuning change and employee effective commitment it can further expand by adding two other types of employee commitment change, continuance and normative commitment. Other factors which could influence are organizational culture and leadership style.

Gothic Culture Essay -- Goths Renaissance History Essays

Gothic Culture You're walking down the street and all of a sudden you encounter a group of oddly dressed youngsters all in black, or perhaps wearing elaborate lace and brocade, looking strangely like they came out of eighteenth century. You immediately feel a bit of apprehensions as you clutch your child closer to and wonder what exactly it is that these kids are up to. Are they part of a Satan worshiping cult, or just a band of traveling actors? In either case their strange dress and pale likenesses took you aback and made you a bit prone to prejudge. What you were probably looking at were a group of Goths. What exactly is a Goth you may ask, and why the weird dress and affinity for black. This along with the origins, and some of the trials and tribulations faced by this extraordinary group of individuals, along with dispelling some common misconceptions is the objective of my writings. First lets take a look at what Goth is and where it began. Gage Canadian Dictionary defines "Goth." as "an uncivilized person, barbarian."( 1975:425) the origin of the word dates back to the third or fourth centuries when a Germanic tribe called the VisiGoths overran the Roman Empire and settled in what is now Sweden and the surrounding area (Shultz,1984:325). The word gained its modern meaning during the Italian Renaissance when the word was used to describe the architecture that was emerging at the time. The architecture was considered barbaric because of its pointed arches and steep roofs, along with the frequent use of the gargoyle, which was thought to ward of evil spirits. The modern Gothic movement and its origins are not as easily defined, and varies according to your source. I've combined the two to show an evolution of how it all... ...nformation has always been the key to help ease prejudices and discrimination, by introducing the ideology behind the Goth culture and explaining the reason behind the dress; I hope that it has brought about a better understanding of these people and their plight to a peaceful existence. Bibliography Fulton, Ben "Goths For Goodwill."City Beat (1998): 2p. Online. Internet. June 4,1998. www.slweekly.com/news/citybeat/cb 980604 a.html "Dictionary of Goth" 6/24/98 http:www.jesus.cam.ac.uk/~vkc20/goth/qzhtml Shultz, James.(1975) Germanic Tribes (3rd ED), Published by Weber and Van Syckle: Berlin Sangange, Eretica "Darkness Can be Felt"(1999): Online.Internet. June 30, 1999. http://pages.prodigy.com/Fifth Dream/goth.htm Yvain, Euphrosyne "Origins of Modern Gothic Culture"(1999) Online. Internet June 24,1999. http:www.blood-dance.net/goth/origins.html