Light Photography Assignment Example | Topics and Well Written Essays - 250 words

Light Photography - Assignment Example Diffusion scatters light making the source broader and softer. For example, when clouds drift in front of the sun, shadows get less distinct. For the shadows to disappear, just add fog. Thirdly, bouncing light acts as diffusion. By aiming a narrow source of light at a broad matte surface such as wall and ceiling, it will not only reflect the light but will also diffuse it by scattering it over a wider area. The further the light source, the more it falls off meaning it gets dimmer on your subject. If light is moved twice as far from the subject you end up with only one quarter of it on the subject. Light fall-off can be used for varying the relationship between the light on your subject and your background. If a light source is placed close to the subject, the fall-off from the subject to the background will be more pronounced. When light is moved further from the subject, the background will be relatively brighter. Generally, I have learnt a lot from the light photography assignment. Light lessens shadows, the closer the source of light the closer the light, diffusion scatters light, and that bouncing light acts as diffusion. The further the light source, the more it falls off, Light falloff can be used to vary relationship and Front lighting deemphasizes

Higher education Essay Example for Free

Higher education Essay †¢Assignment # 2 – Comprehensive Case: â€Å"Muffler Magic† Read the â€Å"Muffler Magic† case and write a four-to-five (4-5) page report that answers the following: 1. Specify three (3) recommendations about the functions of recruiting, selection, and training that you think Ron Brown should be addressing with his HR manager now. Currently youre allowing your HR to hire employees without carefully screening each and every candidate, checking their references and work ethic due to such a high demand of staff. Envitably, youre higher mediocre applicants for more than mediocre pay and at the risk of your name and overall profitability. Being able to answer minimal questions shouldnt be enough to be hired as a technician and questions such as what do you think the problem is if a 2001 Camery is overheating? What would you do? should not be enough to secure a position within the company. Muffler Magic offers a range of products and services and engine issues is merely one of the many situations an employee may come across. How do these types of generic questions answer if your applicant is able to fulfill the requirements for muffler replacements, oil changes, and brake jobs? Obviously, from looking at the handful of situational mishaps youve described your HR department is merely hiring whoever walks into the office and in return youre given inaccurate and potentially life threatening break jobs and repairs out of the companies pocket. This is not acceptable and it is no wonder why the company isnt profiting. One of the reasons behinds why you dont necessarily want to adapt or change some crucial points within the company is the money. If you broke down one instance where there was an error made by one of your associates, take the engine for instance a new engine can cost any consumer somewhere in the ballpark of $2,000 to $4,000*not including the benefits or any extra perks. Now lets say that one of these errors happened in every single store then youre looking at $50,000+ worth of mistakes coming out of Magic Mufflers pocket (keep in mind that estimated figure is from 1 mistake). With that type of money, I would imagine you could hire and appropriately train quite a few applicants that would be worth your time and money. I would recommend changing your recruiting, selecting and training standards immediately. Starting with the recruiting aspect of Magic Muffler. Instead of allowing the applicants come  to you, why dont we go above and beyond and seek the preferred applicant. We can still advertise through local newspapers and internet, but we really should be seeking out those employees that have some kind of responsibility and potential retainability. The one major thing I didnt see in the recruiting process youre currently using is zoning in on what type of candidate are you looking forin terms of education level and experience level based upon the types of work they will be working on. One of the huge factors to remember is Presently, vehicles use high-tech computers and complex electronic systems to monitor the performance of the vehicle. A strong sense of understanding concerning the operation of a vehicle, including how each device interacts, as well as the ability to deal with electronic diagnostic equipment and digital reference manuals is key to the success of a technician(http://www. careeroverview. com/auto-mechanic-careers. html) Therefore, Magic Muffler is in need of a qualified individual that is capable of working with UTD automotive machinery and possible situations that could arise. Therefore Magic Muffler should be spending their money recruiting individuals that have successfully completed a vocational training program in automotive service technology(ie:Automotive Youth Education Service (AYES)). For a more advanced position they will need ,in addition to vocational training, stoma kind of Postsecondary automotive technician training whether through a prior company, community college or technical college. Finally other qualifications you should be focused on while recruiting is the ability to diagnose the source of a problem quickly and accurately, good reasoning ability and a thorough knowledge of automobiles, strong communication and analytical skills and good reading, mathematics, and computer skills to study technical manuals with the drive to continuously keep up with new technology and learn new service and repair procedures and specifications. To find these types of applicants I would recommend some type of college recruiting; starting with on campus recruiting and then continuing the recuriting process with an onsite visit. Continuing with the selection process, I think its quite obvious that we should be focusing on a Personality Profile Analysis, which applicants can perform online and follow this up with a PPA(200 HRM BOOK). If you chose not to go that route you can always focus on tests of cognitive abilities (more specifically aptitude testing and motor/physical abilities). If these tests pan out then we should go forward with a background check/reference check. This may seem to be an overwhelming process, but finding the perfect candidates is essential to low turnover rates and high satisfaction level across the board. The next step is to select the applicants that you are satisfied with their performance on the tests, interview and background check. After applicants are chosen and hired, we need to start with an orientation of the company and its overall goals and next is training. Although OTJ training does offer a lot to the employee it is not enough for these types of positions. Considering car technology is constantly advancing there needs to a need to continuously further your mechanics knowledge. As a responsible employer you should send your experienced automotive service technicians to manufacturer training centers to learn to repair new models or to receive special training in the repair of components, such as electronic fuel injection or air-conditioners and even beginner mechanics who show potential may be sent to manufacturer-sponsored technician training programs to upgrade or maintain employees skills. There are of course crucial training necessary, which cannot be offered OTJ and that is electronics training. This is vital because electrical components, or a series of related components, account for nearly all malfunctions in modern vehicles. As the employee continues to thrive the company should offer additional training for possible certifications or advancement opportunities. For example: the ASE certification has become a standard credential for automotive service technicians. While not mandatory for work in automotive service, certification is common for all experienced technicians in large, urban areas. Certification is available in eight different areas of automotive service, such as electrical systems, engine repair, brake systems, suspension and steering, and heating and air-conditioning. For certification in each area, technicians must have at least 2 years of experience and pass the examination. Completion of an automotive training program in high school, vocational or trade school, or community or junior college may be substituted for 1 year of experience. For ASE certification as a Master Automobile Technician, technicians must pass all eight examinations. *http://www. ehow. com/facts_4830630_cost-car-engine-replacement. html 2. Write three (3) questions for a structured interview form that Ron Brown’s service center managers can use to interview experienced technicians. (Note: do not list possible answers. ) As I had said previously asking generic questions are not going to offer you the results in which most employers desire. There are a couple of things that should be kept in mind when creating these questions such as; which type of questions would be more effective in displaying the qualities Muffler Magic desires? Considering HR already has a lot to do with the hiring process, I think the appropriate form of interview would be a structured situational interview. After analyzing the positions and rating the jobs main duties, we would need to create questions reflecting such duties and daily knowledge to perform them. Three questions I would use to test the waters would be: What training(classroom or on the job), have you had with engine, transmission or brake diagnostic equipment? Identify the diagnostic program and was it computer and software based? Have you worked with engine, transmission or brake diagnostic equipment computer and software? What was the diagnostic program and what was your involvement? What experience, knowledge, and skill do you have with air brake systems, anti lock, and heavy-duty truck suspensions? Relate your experience and describe your skills working with school bus, heavy-duty trucks, light duty pick-up truck, and van bodies/Relate your experience and describe your skills working with heavy and medium-duty diesel and gasoline-powered engines and light-duty pick-up truck and van engines. (www. msbo. org/library/HumanRes/Interview/Mech. doc).

Napoleon Bonaparte :: essays research papers

Napoleon Bonaparte Napoleon Bonaparte, the son of Carlo and Letizia Bonaparte, was born in Ajaccio, Corsica on August 15, 1768. In 1779, he was sent to a military school in Paris. He was made fun of by the French there, and gave him the dream of power. Napoleon was waiting for the right time to achieve greater power, and that moment came when the French monarchy was overthrown. Napoleon’s parents were radicals, and both died soon after he turned 16, therefore leaving him the estate. His first battle was when he directed the artillery siege of Toulon in 1793, and afterwards he was promoted to brigadier general. In 1795, he scattered a group of rioters by firing a grapeshot, a shot gun version of a cannon, into the crowd. Napoleon was then made commander of the Italian army and won four straight battles against the Austrians. In 1797, Austria surrendered to France when Napoleon was just 80 miles from the capitol. When the fight was taken to Egypt, he again won the battle of the pyramids, but lost his fleet of ships in his next fight over the battle of the Nile. He returned home to France to see that the French government was really messed up. "In 1799 he abolished the Directorate and set up a consulate." He was not happy and wanted more power, so he went after the rest of Europe, but had settled with many treaties. Those treaties had put Fran ce at peace with all of Europe. Then in 1803, war broke out again in Europe, and Britain allied with the other countries of Europe to fight against France. "Napoleon brought those European countries to their knees and forced them to sign humiliating treaties, and now, Britain was the only country left not under Napoleon’s rule." One of Napoleon’s few bad campaigns was when he went into Russia, and instead of the Russians just letting the French capture them, they used guerrilla tactics and also the weather, to fight France. Once Napoleon finally defeated the Russians, he went to Moscow, only to see it in flames. The Grand Army, which was originally made up of 500,000 troops, now had a short of supplies and shelter from the harsh winter. Because of that, they had returned to France being known as "One of Napoleon’s worst blunders." Europe noticed that Napoleon was now weak, and they allied against him and came out victorious, and the European’s forced Napoleon the abdicate power on April 6, 1814.

Being Educated and Trained

Author Albert Jay Nock discusses what he termed as the change in the purpose of American education. Instead of concentrating on â€Å"training,† which is supposed to provide individuals with proficiency, education today centers on the intellectual gains. Nock compares the purposes of training and of education: that is, he states that in the past, training had a vocational focus that, â€Å"bore directly upon what he could do or get, while his education bore directly on neither; it bore upon what he could become and be† (par. 2).However, as Nock stated, the differences between the two were â€Å"practically wiped out† (par. 3). One major disadvantage of education, according to Nock, is that it prevents people from cooperating and working with each other, thus encourages competition and leaves the educated human a â€Å"solitary figure† (par. 5). Training, on the other hand, tends to do the opposite as it brings people together. In addition, training typical ly encourages individuals to live a simple life and be happy with what they have attained, either in skills or earning power.Education, in contrast, tends to encourage a person to live an unsatisfied life, continuously seeking for more than what he or she already has. Looking at Nock’s perspectives and standards, I feel that I am both an educated person as well as a trained person. I value the processes of learning things as having its own rewards in the end and the importance of intellectual growth and development in my life. However, I also feel that I can do the things that I have been taught to do with a degree of competency and proficiency through the training I have received in school.I value individualism, personal satisfaction, and happiness, as much as I value collaborative effort or cooperation in work and activities and simplistic living. Moreover, as Nock contended, education calls for educated humans to like and value thinking, one that is critical and objective that is. As what the Columbia University president said, very few people like to do this because they do not like thinking per se and it disrupts or hinders them from what they are doing.As for me, critical and objective thinking is also one hobby or vocation that is difficult to come by. Only when crucial times call for it or when it is truly needed does thinking take over. This is because most of the time, I am more focused with my physical, emotional, and psychological well-being that critical and objective thinking only surface for academic purposes. In addition, I am more of a feeling-based person than a thinking-based one since my relationships and emotions stand above in the decisions I make.I do not see anything wrong with this because as a trained individual, this is how I value things in my life and the choices and rights I have. However, as an educated individual and as Nock held, I choose â€Å"to cultivate a sense of history† (par. 9) in my life. Learning the pas t for me is learning how to cope with the present and the future. There are a lot of life lessons we can all get from the experiences of people from the past and their mistakes serve as our guide in our personal and societal undertakings.It is part of our responsibility as educated or trained citizens of this nation to look back and know how our forefathers have fought for our democracy just so we can enjoy this freedom we currently experience. But I do not go â€Å"all the way back to the politics of Rome and Athens† (par. 9) all the time to evaluate the present times. Because as a critical, objective, and educated individual, I should know that there are instances in the past that cannot be applied in the present because of the differences in time, in people, in places, and in technology.This is why history is essential for an educated society, but it is not the only factor that an educated person should consider in the present. In conclusion, I can say that I am both an ed ucated and trained individual in that I value the boring intellectual learning I have to pass through, as well as the direct training I need in attaining true education. There are prices to be paid and sacrifices to be made in attaining education, but it will be worth it in the future when I â€Å"could do and get† and â€Å"become and be. †

Homelessness: What We Can Do About It

â€Å"Being homeless is often defined as sleeping on the streets. Although this is the most visible and severe form of homelessness, there are many other types of acute housing need. These include living in temporary accommodation, poor or overcrowded conditions, or being in mortgage arrears and under threat of re-possession. † (Hope, 27) It is a symptom of many complex problems: mental illness, emotional instability, illiteracy, chronic substance abuse, unemployment, and, most basic of all, the breakdown of city planning. Anyone can become homeless and the reasons that force people into homelessness are many and varied. The leading cause, however, of homelessness in the United States is the inability of poor people to afford housing. â€Å"Housing costs have risen significantly over the last decade, while the incomes of poor and middle-class Americans have stagnated. † (Erickson, 169) The millions of Americans who are unemployed or work in low-paying jobs are among the most vulnerable to becoming homeless. Therefore, homelessness, housing, and income are inextricably linked. Low-income people are frequently unable to pay for housing, food, child-care, health care, and education. Difficult choices must be made when limited resources cover only some of these necessities. Often it is housing, which takes a high proportion of income that must be dropped. Two major sources of income are from employment and public assistance. A decrease in either one of them would certainly put poor people at risk of homelessness. Additionally, minimum wage earnings no longer lift families above the poverty line. More than 3 million poor Americans spend more than half of their total income on housing, yet the Department of Housing and Urban Development estimates families should spend no more than 30%. † (Gilbert, 84) Although many homeless adults are employed, they work in day-labor jobs that do not meet basic needs, while technological acceleration excludes others from a competitive job market. Many factors have contributed to declining work opportunities for large segments of the workforce, including the loss of well-paying manufacturing jobs. The decline in relatively secure and well-paying jobs in manufacturing, which have been replaced by less secure and poorly-paid jobs in the service sector, has greatly limited the opportunities for poorly-educated and low-skilled segments of the population. This transformation has led to an unprecedented incidence of chronic unemployment and underemployment. (Hardin, 379) â€Å"Underemployment is an especially useful measure of the decline in secure jobs since, unlike the unemployment rate, measures of underemployment reflect not only individuals who are unemployed, but also involuntary part-timers and those who have given up seeking work. (Hardin, 263) In addition to increasing underemployment, an estimated 29. 4% of the workforce are employed in nonstandard work arrangements, for example, independent contracting, working for a temporary help agency, day labor, and regular part-time employment. These kinds of work arrangements typically offer lower wages, fewer benefits, and less job security. â€Å"As recently as 1967, a year-round worker earning the minimum wage was paid enough to raise a family of three above the poverty line† (Sklar, 103). From 1981-1990, however, â€Å"the minimum wage was frozen at $3. 5 an hour, while the cost of living increased 48% over the same period. Congress raised the minimum wage to $5. 15 per hour in 1996. This increase made up only slightly more than half of the ground lost to inflation in the 1980s† (Hardin, 191). Thus, full-time year-round minimum-wage earnings currently not equal to the estimated poverty line for a family of three. Unsurprisingly, the decline in the value of the minimum wage has been accompanied by an increase in the number of people earning poverty-level wages and the declining wages have put housing out of reach for many workers, in every state. Slashed public assistance has also left many people homeless or at risk of homelessness. Replacement of the Aid to Families with Dependent Children (AFDC) entitlement program, a program that was already inadequate in meeting the needs of families, with the non-entitlement block grant program would significantly increase the risk of homelessness for many Americans. Furthermore, earned income and asset limitations discourage individuals and families from breaking the cycle of homelessness and extreme poverty. Several states have terminated or reduced public assistance and food stamps for individuals, while Social Security Income (SSI) is inadequate, and sometimes impossible to obtain, for disabled individuals. As a result, the number of poor Americans is growing and the poor are getting poorer. Across America, there has been a substantial decline in the number of housing units that low-income people and those in need of shelter assistance can afford. Those losses have resulted primarily from downtown urban renewal, gentrification, abandonment, and suburban land use controls. The elimination and reduction of federal low income housing programs has also dramatically reduced the supply of affordable shelter. Moreover, construction of low income and assisted housing has essentially stopped. Due to the increased demand and diminished supply of housing or shelter, the problem of homelessness is further deteriorated. The amount of housing available in the private sector rental stock is diminishing rapidly. As more and more landlords abandon apartment buildings and houses rather than repair them, the housing supply for the poor has declined at an accelerating pace in some cities in the nation. The growth of service-sector employment in central business districts has attracted white-collar professionals, many of whom prefer to live in accessible central city neighborhoods, where they compete with poor, indigenous residents for private market housing (Noyelle, 210). The result is frequently gentrification of inner city housing which traditionally has been the major source of low- income housing. At the same time, downtown service sector expansion has created jobs for many low-waged workers, which increases the demand for low cost shelter readily accessible to the downtown. It makes the homeless in downtown even harder to rent a place to live. Downtown development also diminishes the supply of low-income housing for poor people. As the City raises more new office towers, the vacancy for housing is getting less. In Seattle, for instance, office space in downtown grew from 13 million square feet in 1981 to about 24 million square feet in 1990. On the other hand, the downtown low-income housing stock declined from about 11,000 units in 1980 to less than 6,000 units in 1987. With the passage of new housing levies, cities will try to regain some low income units, but today s low-income units vanish faster than they can be built and there is still a shortage in housing supply in downtown areas. Besides, the qualities of temporary shelters for homeless people are terrible that they think staying on streets is a better choice. Not only have the lost bed-spaces not been made up, but the new hostels are not as readily accessible to the homeless coming directly off the street. They tend to cater to special-needs groups and access tends to be through referral. Planners can play an important role in the search for solutions to homelessness. And homelessness is an extensive, complex process. Different kinds of intervention are needed to deal with the problem. But the most widely accepted approach is a three-tier system, beginning with emergency shelters and moving through transitional accommodations to long-term housing. Rehabilitation of old buildings by minimal funding are common projects to provide shelters for the homeless people. However, some observers suggests that making the renovation of buildings for low-income housing profitable, for developers or investors, can be the solution to the homeless problem. Our examination makes it clear that piecemeal intervention can alleviate emergency shelter crises, but such action will not resolve the long-term problem of finding permanent shelter for the homeless and returning them to the mainstream of society wherever possible, which we regard as the ultimate goal of intervention. Equally obvious is that while long-term intervention strategies are vital, they do not address the problems of survival for those presently without shelter and support. We conclude that both long-term and short-term measures are necessary, but that all the solutions should be based on integrated, comprehensive understanding of the homelessness problem. Only such a comprehensive approach will allow planners to develop workable strategies with any chance for success.

20 Research Paper Topics on Social Media

20 Research Paper Topics on Social Media Everyone uses social media for various purposes. Some people look for information, some users try to find new friends, some individuals learn the news, and others try to develop their business on social media platforms.   Speaking about academic writing, one should mention that it’s very important to find catching topics for  research paper writing on social media. Topics like â€Å"what is social media† won’t surprise anyone. By the way, such a topic doesn’t lead to discussions and cannot raise provocative arguments. 20 Topics to Consider when Choosing a Social Media Research Theme If you have to write a research paper on social media, you may choose one of the following topics. Social Media: a Perfect Platform to Develop Private Business Social Media or It Cuts Both Ways How Social Networks Make People to Commit a Suicide: Manipulating Games, Cyberbullying, and Virtual Games Leading to Cruelty How Schools Benefit and Lose when Letting Their Schoolchildren Use Social Media How do Social Networks Make a Person Addicted to Social Media and Can a Person Treat That Addiction? Should Parents Control Their Children’s Activity on Social Networks? Pros and Cons of Parents’ Hyperprotection Facebook and Twitter Save Lives: How Social Media Helps When Natural Disasters Occur The Danger behind the Profile: How Social Media â€Å"Assists† in Kidnapping and Assaults Social Media: Connecting and Disconnecting People Celebrities on Social Media or We Need Good PR Is Personal Data Protected on Social Media Platforms? Is It Possible to Avoid Government’s Monitoring? Looking for the Job on Facebook: Is It Safe or Not? Social Media Helps People Who Suffer from Various Diseases: How to Save a Person and Not to Become a Victim of Cheaters Human Values Before and After Social Media Creation I’m on Facebook Since My Birthday: Should the Government Impose Age Limitation Concerning Social Media Activity â€Å"Momo† and â€Å"Blue Whale Challenge†: What Games Should People Avoid When Browsing Social Media Does Social Media Spread or Kill Stereotyping? Can Social Media Help to Stop Racism and Nationalism? Social Media Fashion: Programs Which Help to Educate and Make Us Look and Feel Better Advertising and Spams: How to Recognize the Lie and Reality A researcher should select a topic that deals with the up-to-date problem and offers new ways of its solution. Moreover, the topic has to be supported with strong facts so the paper is considered reliable and valid. Sample Paper on Social Media: Generation Gap or What Parents Should Know about Social Media It’s not a secret that there are people who prefer staying aside from social media. They either want to keep in secret their private life or just have no time to live active life online. As a result, parents often are not aware of what their children do on social networks and what danger is hidden behind the person’s profile. They also don’t know how a person can benefit from using social media platforms. Children, especially, teenagers hate when their parents control their social accounts. Kids like to behave like adults and social networks help them feel independent. They post their photos, videos, comment things, get their likes, and choose people they want to communicate with. Parents’ mission is to protect their children. That’s why they often try to impose their points of view concerning the choice of friends. Consequently, parents quarrel with children and children apply various passwords trying to protect their virtual life. There are things which parents should know about social networking. First, it’s necessary to learn its positive nature. Social media lets children find new people, learn languages, improve knowledge, solve their problems, enrich their outlook, and keep in touch with time requirements. Children can exchange personal experience. Students can warn their mates and tutors in case they feel unwell or need to miss classes. There are many social communities letting their users study, progress, and even earn money. On the other hand, there are negative aspects of social networking. A great number of people use Facebook to kidnap and commit crimes. The problem of the Internet is that it lacks lucidity. One can upload pictures and videos which don’t belong to the owner and give false information about a person. For example, a senior man can pretend to be a teenager and try to date young girls. First, he â€Å"interviews† a girl. Then, he cozies up to the victim and, finally, asks her to spend some time with him tà ªte-a-tà ªte. Burglars also like studying profiles on Facebook, LinkedIn, YouTube, and other social platforms on the Internet. They try to learn the information about possible victims. They learn their address, personal data, and follow their accounts to see when they plan traveling. Due to that, they can penetrate into the apartments and steal valuable things. Some criminals try to find prosperous families who have kids. They either kidnap kids and hold to ransom or leave them holding the bag making parents redeem them. That’s why parents have to explain to their kids that it’s very dangerous to share personal information on social networks. Children should avoid publishing their intimate photos and meeting unknown people in private. By the way, they must not inform the Internet audience about plans for holidays. It’s better to post data afterward unless the apartments are not empty (for example, children went somewhere with their mother or teacher and their father stayed at home). There is one more danger. Kids like doing online shopping or taking part in various drawings and games. Such things require investments and even take children’s lives. Parents should know how their children spend their pocket money. They should also explain that there are many frauds on the Internet. That’s why parents are recommended to control online purchases performed by their children in order to save money and reduce the risk of getting debts in case their kids decide to participate in drawings. So, we may say that social media has its positive and negative aspects. Parents’ task is to be fair with their children and just tell them to be careful while posting something. They should also warn them about dangerous online games like â€Å"Blue Whale Challenge† and â€Å"Momo†. No doubt, there is no need to deprive their children of the right to use social networks. Otherwise, kids will try to do the opposite. References: G. Fernando (2018).   ‘Momo’ is the Latest Terrifying Game to Sweep the Web. https://www.news.com.au/technology/online/social/momo-is-the-latest-terrifying-game-to-sweep-the-web/news-story/619a8c4c7b93a273f4e2ab4481aacbed G. Mullin (2018). CHILLING CHALLENGE What is the Blue Whale suicide game, how Many Deaths are Linked to the Challenge and is it in the UK? https://www.thesun.co.uk/news/worldnews/3003805/blue-whale-suicide-game-challenge-deaths-uk/ J. Weaver. Social Media Sites Can’t Decide How to Handle ‘Non-Offending’ Pedophiles. https://www.vice.com/en_uk/article/zmwn43/social-media-sites-cant-decide-how-to-handle-non-offending-pedophiles G. Khoury (2017). 5 Common Types of Social Media Crime. https://blogs.findlaw.com/blotter/2017/02/5-common-types-of-social-media-crime.html Reach Out. Benefits of internet and social media. https://schools.au.reachout.com/articles/benefits-of-internet-and-social-media Blue Fountain Media. 10 Advantages of Social Media Marketing for Your Business. https://www.bluefountainmedia.com/blog/advantages-of-social-media-marketing/ E. Moreau (2018). The Pros and Cons of Social Networking. https://www.lifewire.com/advantages-and-disadvantages-of-social-networking-3486020

Change management essay on McDonalds The WritePass Journal

Change management essay on McDonalds Change management essay on McDonalds IntroductionOverview of the companyScope of changeProblems in implementing changeRecommendationsConclusionReferencesRelated Introduction Change management can be defined as ‘the process of continually renewing an organisation’s direction, structure, and capabilities to serve the ever changing needs to external and internal customers’ (Moran and Brightman, 2001).   As per Burnes (2004) change is a feature which is always present in the life of organisation. It exist both at operational and strategic level. The organisation is aware about where the change is required and is fully capable of planning and implementing these changes in its structure .According to Burnes 2004; Rieley and Clarkson, 2001, the organisations strategy and organisational strategies are something which goes hand in hand and cannot be separated. In the words of Graetz, 2000, ‘Against a backdrop of increasing globalisation, deregulation, the rapid pace of technological innovation, a growing knowledge of workforce, and shifting social and demographic trends, few would dispute that the primary   task of   management tod ay   is leadership of organisational change.’ In early times the theories believed that if the organisation keeps changing management system then it can no longer run effectively nor can it make any improvement in performance (Rieley and Clarkson, 2001). It was believed that the company had to bring new management theory into routine in order to achieve efficiency and improvement in the performance. This Means that an organisation has to give ample time for a particular change to be adopted and settle down in daily routine so that it can be run in efficient manner (Luecke, 2003).However in today’s time It is believed that staff of the organisation should go through continuous change to achieve efficiency (burnes, 2004; Rieley and Clarkson, 2001) According to Grundy, 1993 ‘change which is marked by rapid shifts in strategy, structure or culture, or in all three.’ Senior, 2002 adds to it saying that this kind of sudden change or implementation can be caused only due to malfunctioning of the internal structure or it can be caused due to external pressure. Every organisation is looking to move forward by implanting a management system with will boost organisations strength and capability, enhancing its competitiveness. An organisation has to deal with unforeseen situations in today’s highly competitive environment and to deal with this it has to be more flexible and ready for any situational changes that it will have to make, like adoption of new technology or some latest development in theory for current market. In the fast moving economic environment there continuous changes in the type of technology, the way the product is marketed, trends etc. the organisation has to be more flexible to adopt changes in order to remain competitive in the global market. Change can be good in a way; it can make complex work very simple and helps to improve lives through new innovations. Organisations bring change in their working structures to be more competitive and providing the best to their customers. As per Carlpio (1998) change is something to do with implementation of new innovative ways of doing things, enabling the room for improvement in the system through practice. Number of changes can be introduced in the system but the one which brings success to the organisation is considered to be the most important one of all. A change in management system is important specially when a particular system which the running organisation is facing difficulties or has some problems with it. Changes are brought in to improve the organisations performance.   Changes are mostly brought due to forces which can be internal or external yee, 1998.   Changes can be brought at different level of an organisation (Swenson, 1997) The modification needed or which can be done maybe many or quite a few (Reigeluth, 1994). There could be various factors for change (Bamford and Forrester, 2003). Change can be either internal or external. External include new technology which is current requirement of the industry or trend in the current economy which may have direct impact on profitability of the business. A structured method of change was adopted in 1946 by Lewin (Bamford and Forrester, 2003) what lewin had to say was something different than the old theories, he mentioned that in order to apply any new theory or change management an organisation will have to first discard it’s old management structure or system. Management of changes pays a role in identifying objectives of the organisation and then sets goals accordingly. Its role is to implement new changes in the organisation in which it can be noticed that these changes ultimately bring innovations. The first step towards organisational change is to understand the requirements of the organisation and issues with the current management structure. The purpose of the paper is to provide insight of change management process in the chosen company which is McDonalds and provide solution and recommendation for the same. Overview of the company McDonalds is a company with mile stones of success which was started in 1954 by Ray Kroc as a burger shop which was then turned through extensive marketing planning and campaigning making it a global brands in today’s time. It is renowned fast food brands all over the world with more than 32,000 branches in 117 countries.McDonald’s trade mark was a carefully created and was a successful hit which was a clown with a smile. The big Mac is one of the most successful products of McDonalds. McDonalds offers a menu which is almost the same all cross the world. The menu includes burgers, hamburgers, cheese burgers and drinks include soft drinks with fries. McDonalds target customers includes kids, teens and families. It is now the most renowned brand in fast food that sells ready to eat and quickly served fast food. In spite of being a famous brandMcDonaldsis still facing some issue and needs to change its management structure and image as the people in current time have a bit different expectations then those in previous days (McDonalds 2010) In today’s time people have become more diet and health conscious and are now moving towards food which is healthy and has more nutritional values. Fast food has always been known as junk food with no nutritional value and the popular opinion was that fast food results into obesity by increasing fats in the body. Today’s generation is more figure conscious and are looking forward for food which is low fat and high in proteins. McDonaldsis facing problems as it is a well established fast food brand and fast food is always related to unhealthy and fattening food, while competitors ofMcDonaldshave already made a move towards health conscious products by introducing entire new range which is healthy and non fattening. McDonalds needs to change the way it markets itself and also need to introduce a new line of products, as per expectations of new generation’s customers. Scope of change Advertising and marketing places an important role in establishing an image of the company in the eyes of the society in which it operates. The scope of change widely lies in the implementation of integrated marketing strategy. In this paper the importance is given to marketing and advertisement part as to launch new range of healthy products, the company has to implement new marketing practises. The new marketing campaign will adopt a new health conscious process which will flow along with a trend of fitting with health related issues like obesity in young children’s and create awareness about health eating practises. The main objective of this campaign is to promote its new products which are healthy and contains low fats. This will help create positive image of McDonalds among the customers and make them aware of new products which are healthier than the earlier once. To execute these plans the company has to plan its new strategy of advertising and marketing ideas and put a team in place to implement this strategy. The company has also introduced new smoothes and shakes along with healthy breakfast which is available before 12 in all the branches in UK. The marketing integrated campaigns main aim to reflect company mission and new attitude is been seen by the public through companies new promotion and marketing plans. Problems in implementing change When implementing change, conflicts will always follow. There are always conflicts on the route towards changes either before or after it has been initiated. Change in management can be the reason to bring success or failure to an organisation; however conflicts can bring problems if there are not resolved in time as they can bring obstacles in the new management structure introduced. The management has to be aware that it should be capable of not only introducing necessary changes but also be able to implement them effectively clearing all the obstacles. The main reason to bring changes in the organisation structure especially through marketing campaign is to improve the image of the organisation and to make the company more competitive in its industry.   The company might have to face many obstacles in doing this and these obstacles can be both external and internal. It is important to know the consent of the stakeholders of the organisation as they are very important part of the organisation. Stake holders include share holders, customers, supplier and employees. It is important for an organisation to keep all its stakeholders happy because if they are happy then it’s beneficial for the organisation. But there will conflict due to changes as there will be resistance from the side of employees or customers themselves as often people resist changing. There may be employees or customers who would accept the change happily but the problem is with those who do not agree with new management system which is to be implemented. Most of the time they may think that the change which has been brought is nothing to do with the issue or it may worsen the situations. I it may also happen that within employees they might not trust people who are in charge of this new change. Employees are not the only one who creates obstacles for change sometimes even the customers are not ready for change. If they do not take to change positively then this may create issue for the company to achieve its goal for the change. Along with this another problem that McDonalds may face is finding the right staff to drive this change that will be responsible to deliver these changes in department of marketing and communication. In addition to from employees and customer’s resistance there can be other barriers this may affect the process of change. The strategic implementation is important part of changes; complications in this can be problematic for the company. There can be many other issues which can create barriers in changes such as conflict in view of share holders or the problem in finance and lack of budget of the company another problem can be sustaining the process of change. As per carlopio 1998 innovation is something that does not happen in a day it takes series of phases to finish the process of change. Staff involved in this change management process must undergo some kind of training and learning procedure to make them competent to sustain the series of change until it attains success. Inability to handle or lack of experience and knowledge in implementation of strategic change may not be able to achieve integrated marketing and communication strategies. So to overcome the problem of negative response the management of the company should make the staff go through necessary training and development programmes. The training programme should be such that it should provide complete understanding of the programme to the members of the staff. It should make sure that none of the information is missed in the training programme. After the programme there should be a follow up to check if all the members have understood and have sufficient information to support change. There can be internal conflicts between the members of the staff due to cultural issues. This bring problem in harmony of the members in the organisation, leading to conflict within the company. McDonalds must understand the cultures of its employees and should identify the problem that may be caused because of the conflicts if any (wikins and Dyer, 1998) McDonalds should incorporate governance in the system to enhance the quality of staff and the time spent by them at the work place. Different appraisal policies can help to boost employees. Working environment can also be improved so that staff members can have a good time while working for the company which at the same time also benefits the organisation. Strong organisation culture along with good management team is needed to solve such internal conflict issues. The second most important change is to sustain the success that had been achieved through implementation of new management process. Change is part of the society and it comes again in regular interval of time (Carlopio, 1998). For the success of change management it is important that all the stakeholders know or are made aware that current change has been brought for the betterment of them. The management of the organisation should constantly analyse the current market trends and predict future scenarios, so that it can prepare itself for next set of change that will be required for the success of the organisation. Recommendations The success of the new changes in management cannot be correctly predicted as it completely depends on the attitudes of the young generation and the society. Changing the image from fast seller to a company who provides healthy meal is not a easy process, but with strong marketing campaigns and advertisement the message can be sent to people and there is a chance that this message will be delivered. It is imperative that the new image of McDonalds reaches all 117 countries. After this message has been promoted there is a chance of getting rid of the critic’s comments that McDonalds brands have unhealthy and fattening. In other words innovation can be explained as a bunch or new ideas which have been successfully implemented (Kuhn, 1993). Innovation can be led by two factors which is technology based innovation and the second one is demand based innovation. However most of the innovations are charged up realisation of demand instead of technology. Changes are mainly driven by constant research and development, performed by companies and RD is given a lot of attention. Apart from RD there can be other ways of bringing innovation and one of the simplest ways to keep improving working practises while in the daily routine. Combination of knowledge and extensive work experience can help to innovate a new a better way of doing things. Radical innovation always come from the RD department of the company but innovations which are incremental can only come from through practice (Lundvall, 1992). McDonalds will have to plan and implement its new marketing campaigns effectively with effective ways of doing it. The company has to take care that its internal staff is competent in delivering the outcome and that is minimum resistance from the internally. There is a good chance that McDonalds can change its image in food industry from junk food supplier to a health conscious meal provider.    Conclusion As per beverage 2003, the management of the organisation has to be on toss all the time to keep the organisation up to the market expectation. They have to continuously analyse and monitor current market conditions so that that they are aware of the current standing of the company in the market. To bring innovation the management will have to keep a check on which ideas are working and which are not doing well when implemented and accordingly change the management structure. To implement a management change the leader must create a environment which is safe and will support new changes in the organisation. A above all It can be said that a change in management is good only if that particular change has potential to improve companies competitiveness in the market and bring more success to the organisation. The organisation should keep monitoring current situations and make changes only if it is felt necessary, as change in organisation is a complex decision and has direct impact on the image of the organisation. With proper care and preparation and organisation (McDonalds) can survive the toughest competition. References Carlopio, J., (1998), â€Å"Implementation: making workplace and technical change happen†, McGraw-hill publication, Sydney. 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