The Importance of Fashion in the Modern World - 897 Words

Fashion is something that keeps on changing and because of its change, fashion effects our lives nearly in every aspect like language, furniture, homes, cars, clothes, food and many other things. There are trendsetters and trend followers with different degrees of adaption but here trend is a broader term pertaining to style design, deriving from cultures, social, or many other factors of which fashion is a manifestation. Fashion has become one of the most important aspect of life in today’s life. Fashion has become central to modern life; drives the economy, influences tastes, defines individuals and groups, mediates communication, fulfils contrasting needs and desires. It turns out that celebrities’ seeming love for the fashion industry actresses wearing dresses or sitting front row at fashion shows might not be so genuine after all. Designer Nicole Farhi broke a long standing secret in the fashion world: that celebrities are paid to attend fashion shows and wear des igner garments. The Daily Mail reported that pop stars are paid close to $100,000 to lend their celebrity to high end fashion shows for the last 25 years. The term fashion seems very close to the term trend. Earlier discussion elaborated on both fashion and trend as a constant process of change, in which novel ideas which represent the spirit of the times, i.e. the Zeitgeist (which may manifest in dress, products, style or messages), emerge, become adopted and spread through the population through humanShow MoreRelatedIs Fashion Important1379 Words   |  6 PagesIs Fashion Important? Fashion means a general term of a famous style or practice; this is more especially in clothing, footwear, makeup, body piercing, and furniture. Also fashion may refer to a very distinctive and more often habitual trend speaking of the style which one dresses, as well as in prevailing styles in behavior. Fashion may also refer to the newest innovations of textile designers. On the technical form the term costume is so connected with the term fashion in which the use of theRead MoreAnalysis of the Fashion Industry1301 Words   |  6 PagesFashion is one of the world’s most important creative industries. It has provided economic thought with a canonical example in theorizing about consumption and conformity. Social thinkers have long treated fashion as a window upon social class and social change. Cultural theorists have focused on fashion to reflect on symbolic meaning and social ideals. Fashion has also been seen to embody representative characteristics of modernity, and even of culture itself. Everyone wears clothing and inevitablyRead MoreJazz Music Essay1145 Words   |  5 Pagesmost famous periods in the history of the United States. It was a span in the 1920s between the end of World War I and the beginning of the great Depression. The Jazz Age, otherwise known as the Roaring 20’s or the Flapper Era, is characterized by creativeness and a lively, strong rhythm. The Jazz Age is most well-known for its musical style, dances, modern ideas, extravagant ways of living, fashion, and new inventions. The Roaring 20’s is a very important era in history as it was a significant culturalRead MoreThe French Revolution And Neo Classical Era1585 Words   |  7 Pages The eighteenth century was also seen as a time of enlightenment, a period which challenged hierarchical ideas. People of this time began putting emphasis on the knowledge gained from the observable world rather than that of theories. However, it is not until the 1760’s that the stagnation of fashion and its evolutionary pace shifts from a gradual change to rapid progression (Payne, Winakor Farell-Beck, 1992). Our goal is to study more specifically the Neoclassical era, because this period inRead MoreWhat Makes Next For The Ever Quickening Fast Fashion?1436 Words   |  6 PagesWhat global factors are at play in fashion design?†¨ Global questions are the most complicated ones to follow, as they’ve got an incomprehensible number of factors. However, it’s not impossible to do so. I am convinced that the answer to the question of what global factors are at play in fashion design is â€Å"the majority†, but I will need to provide a bigger picture of the industry to back it up. To do that I identified and researched three questions which in my opinion are able to give you a goodRead MoreCulture and Worldviews990 Words   |  4 Pagesholiday has transformed to celebrate food, love and family (western Thought-Worldview and culture, 2013). Cultural knowledge has an impact on the way people within the culture view the world, interact with each other and make decisions. It is a collection of values and beliefs that hold a culture together. World views are not independent from culture. Worldviews are a set of primary viewpoints concerning reality. The fundamentals of a person’s worldview include beliefs about knowledge, the existenceRead MoreThe Renaissance Era1529 Words   |  6 PagesThe Renaissance Era took place for a time period that lasted for approximately 150 years and during that time significant changes took place. These changes were with the Arts, Literature, Fashion, and ideals. â€Å"The entire age can be subdivided into three phases: from 1350 to 1400 during which discovery of ancient texts and experimentation with new art forms took place; 1400 to 1500 typified by political stability in the Italian city-states and the creation of recognizable cultural; and 1500 to 1550Read MoreDesign and Industria l Revolution1058 Words   |  5 Pagesproducts? The industrial revolution was a movement that began in mainly in England and Germany during the 18th-19th century. It then spread throughout the world. The industrial revolution introduced the notion of function, ergonomics, and the use of modern materials. Designers had to think of new ways to create objects with the use of modern industrial materials in a cheaper and more efficient manner. Q2. Explain what series and mass production means. What other factors over time have contributedRead MoreMovie Review : Pretty Woman Directed By Garry Marshall1451 Words   |  6 PagesPretty Woman takes place in Los Angeles, California where a kindhearted prostitute Vivian Ward (Julia Roberts) meets an out of town millionaire Edward Lewis (Richard Gere), and they find true love despite their differences in true fantasy fairy tale fashion and live happily ever after. This film is particularly relevant to many aspects of our American Popular Culture class because it addresses the differences in class system, morality, materialism, and even gender and feminism roles. Pretty Woman beganRead MoreChinese Literature And Culture Of China1497 Words   |  6 Pagespoetries, astrology and essays. Much of the Chinese literature, culture and philosophy were developed during the rule of Zhou dynasty. In a chronological order, Chinese culture can be classified on the basis of four main periods: Classical literature, Modern Chinese literature, Contemporary Chinese literature and the present-age Chinese literature. Classical Chinese literature is referred to an earlier period which covers the work performed by the Qing Dynasty from 1644 ranging over a span of three thousand

Mahatma Gandhis Influence and Ideas Essay - 1861 Words

Mahatma Gandhis Influence and Ideas Mahatma Gandhi was a man of faith and great conviction. He was born into an average Hindu family in India. Like most teenagers he had a rebellious stage when he smoked, spent time with girls and ate meat (forbidden to strict Hindus). The young Gandhi changed as a person while earning a living as a lawyer in South Africa. He came in contact with the apartheid and the future Mahatma began to emerge, one who championed the truth through non-violent resistance. It was between 1915 and his assassination in 1945 that he struggled for Indias freedom. Gandhis teachings of non-violent resistance, known as satyagraha, has had a lasting effect and influence on the world today. He has been the role model†¦show more content†¦Many of them were put in prison but, as Gandhi taught, served their sentences with dignity. Eventually, In 1914, the government gave in and abolished the special tax, agreed to recognized the Hindu marriage ceremony and changed the registration law. It is a testame nt to both Gandhis abilities as a leader and the power of his ideals that he was able to rally the Indian population and bring about these vital changes. Feeling that his work in South Africa was complete he returned to India. By 1919 Gandhi had become one of the leaders of the Indian National Congress. In 1920 he became president of the All-Indian Home Rule League and began to draw together different groups who wanted independence for India. Gandhi began a campaign of non-cooperation against the British and was joined by thousands of people, some of whom had given up working for the British. When violence broke out in one region Gandhi was arrested. During his trial he told the court, I ran the risk and if I was set free I would still do the sameÂ… I am, therefore, here to submit not to a light penatily but to the highest penalty. I do not ask for mercy. (Wilkinson, 49) By saying this Gandhi was standing by his belief that by conducting themselves with dignity and humility India ns would make a greater impact on the British government than they wouldShow MoreRelatedGandhi : The World Of Mahatma Gandhi1320 Words   |  6 PagesPaper: Gandhi Mohandas Karamchand Ghandi, better known to the world as Mahatma Gandhi is one of the world’s main faces when we think or talk of the Indian independence movements, women’s rights and all around freedom for humanity. This individual used strategies and tactics of his own to achieve justice for the Indian culture while he was alive. Gandhi also worked to reform traditional Indian society in India as he was a mahatma, a Hindu term in the Hindu religion meaning â€Å"great soul†, for his peopleRead MoreHitler vs. Gandhi1721 Words   |  7 PagesIndian college, the Samaldas College at the University of Bombay (Mahatma). After beginning his education here, however, he decided he disliked and traveled to the University College London, leaving his wife and infant son (Ghandis Life). It was while attending school in London that he initially became exposed to the diversity of the world; he pursued the study of religions such as Hinduism, Christianity, and Buddhism (Ma hatma). After being admitted to the English Bar, Gandhi returned to IndiaRead MoreGandhis Actions That Affected Generations To Come Essay example1045 Words   |  5 PagesGandhis Actions That Affected Generations To Come Many people feel they can change the world and better it for future generations. They try all sorts of ways to change life, and many don’t accomplish their goals. One person who did accomplish his goals was Gandhi. Gandhi took many actions to affect those who were doing wrong. But did Gandhi accomplish his goals when he wanted to? Did Gandhi accomplish his goals at all? I feel Gandhi did accomplish his goals, but notRead MoreGandhi : Gandhi And Essence Of His Movement1613 Words   |  7 PagesSecular Gandhi and Essence of his movement in Revolutionizing Congress Mahatma Gandhi was a political and spiritual leader, though not in a religious sense. He was a religious person but believed that all religions were equal and did not advocate on religion over another. Gandhi was born in 1869 in Porbandar on the Western coast of India and raised by Hindu parents, Mohandas Karamchand Gandhi found many opportunities in his youth to meet people of all faiths. He had many Christian and Muslim friendsRead MoreGandhi s Effect On The World1174 Words   |  5 PagesGandhi’s Salt march which had the Indian independence. Gandhi played a major role in the development of nonviolence and peace activities. Mohandas Karamchand Gandhi was the pre-eminent political and spiritual bellwether of India and the Indian independence movement. He had many adherents, and edified many how to protest placidly, instead of utilizing violence and war. Gandhi is a role model for many people today and is one of the most famous of all nonviolent activists. Gandhi made an imm enselyRead MoreMohandas Karamchand Gandhi Essay835 Words   |  4 PagesMahatma Gandhi was a man of faith and great conviction. Mohandas Gandhi, Whom most people know as Mahatma, meaning Great Soul†, dedicated most of his life to free his motherland by using peace and love to a vast extent rather than war and destruction. Gandhi founded Satyagraha, a new peaceful way to raise his voice. Gandhi was very well educated and helped the oppressed Indian community of South Africa. He came up with a policy of non-violent resistance called Satyagraha or devotion to truth’.Read MoreSabarmati Ashram1471 Words   |  6 PagesJivanlal Desai on 25 May 1915. The Ashram was then shifted on 17 June 1917 to a piece of open land on the banks of the river Sabarmati. It was believed that this was ancient ashram site of Dadhichi Rishi who had donated his bones for a righteous war. Mahatma Gandhi said, This is the right place for our activities to carry on the search for truth and develop f earlessness, for on one side are the iron bolts of the foreigners, and on the other the thunderbolts of Mother Nature. While at the Ashram, GandhiRead MoreGandhi : An Icon Of Social Justice And Nonviolent Resistance Essay1986 Words   |  8 Pagesbitterly divided country of people to peacefully bring down one of the most powerful political entities in world history; The British Empire. Gandhi has a powerful life story which has been recreated in films such as â€Å"Gandhi† (1982), â€Å"The Making of Mahatma† (1996) and â€Å"Gandhi, My Father† (2007). These three films help to communicate a well-rounded portrait of who Gandhi was. Each film portrays Gandhi in a slightly different way that highlights and emphasizes different elements of his leadership, hisRead MoreEssay On Mahatma Gandhi1859 Words   |  8 PagesIndian college, the Samaldas College at the University of Bombay (Mahatma). After beginning his education here, however, he decided he disliked and tr aveled to the University College London, leaving his wife and infant son (Ghandi s Life). It was while attending school in London that he initially became exposed to the diversity of the world; he pursued the study of religions such as Hinduism, Christianity, and Buddhism (Mahatma). After being admitted to the English Bar, Gandhi returned to IndiaRead MoreMahatma Gandhi, Martin Luther King, and Nelson Mandela1504 Words   |  7 Pagesï » ¿Mahatma Gandhi, Martin Luther King, and Nelson Mandela Non-violence is a concept that people participate in social and political change without violence. It is a form of social and political change between passive acceptances and armed struggle. Non-violence way to participate in the social and political change is including nonviolent civil disobedience against, acts of civil disobedience or other powerful influence uncooperative antagonistic form; it is similar with pacifism, but it is not

Job and Gilgamesh a Comparison of Inevitable Suffering

Job and Gilgamesh: A Comparison of Inevitable Suffering It has been said that pain is inevitable but suffering is optional. But is it? When looking at extraordinary pieces of literature such as the biblical Book of Job and the Epic of Gilgamesh, describing such physical and emotional pain and the mental and spiritual suffering that the main characters endured, it tells us that their suffering was just as inevitable as their pain. However, the two men dealt very differently with the tragedies lived and their consequences; and that made all the difference in their trajectory. What differentiated their suffering was the simple fact of being able to accept their humanity. In a world controlled by gods and goddesses, humans, regardless†¦show more content†¦He did not try to blame his suffering on anything else but God, not even on himself. Instead of attempting to justify his existence through this own merits, he knew who he was and admitted to the fact that there was nothing he could do except give in to his belief that a grea ter power controlled his destiny. In his quest for immortality to change his unavoidable destiny, Gilgamesh tried to secure a way to preserve his life in order to avoid suffering because his belief was flawed, while Job secured his life in his belief. He was not afraid of death or of his God, neither did he wish to become one, he just wanted his suffering to be ended by the one whom he believed brought it upon him in the first place. Gilgamesh, on the other hand, sought his own ways to end his suffering and to avoid future sorrow that comes with being human, even though he knew that there was a higher plan that ruled that everlasting life was not his destiny. In contrast, Job was not aware that there was a higher plan that endorsed his agony or the reasons for it. All he had was his faith and integrity, which he held on to despite the undeserved affliction he received through the very hands of the one he expected to redeem him, to later discover that he would. Gilgamesh, in his restless heart, hoped the redempt ion for his self-inflicted suffering would come from his personal sacrifices, only to find out that it could not. Before long, both

Analysis Of Heron Tower, The Junction Of Bishopsgate And...

This quote rings true evermore in the construction of buildings throughout history; the overarching principle being that value for money is achieved in terms of the quality, cost, time and buildability of the project.(1). Further research on the design criteria led me to produce sub criteria which form the basis for my design proposals. These include: accessibility (ease of access), aesthetics, functionality, productivity and sustainability. The cost implications of these criteria, form the platform for my design change proposals. 2. Heron Tower, the design aspects The subject of my report is Heron Tower, located at the junction of Bishopsgate and Camomile Street (110 Bishopsgate, EC2). It is a commercial skyscraper 230 metres in height, which consists of a series of 10 three-story ‘villages’ and one six-story ‘village, an atrium located at the heart of each section.(2) Salesforce Tower has incorporated a design which takes inspiration from designs like the Seagram building built in 1958 as well as some other contemporary modern designs (Century tower in Tokyo) (3) Notable descriptions include: few internal columns, incorporated natural light from both the glazing and the atria ceilings. The building orientation dictates the function and the aesthetics of the faà §ade. For instance to the east and west, the facades are transparent to allow for the best use of the climate, such as the automatic blinds which change according to the position of the sun rays. The south face

The Fundamentals of Cognitive Theories of Motivation Free Essays

In this paper I will be aiming to cover the following areas. Firstly an overview of the fundamentals behind the cognitive theories of motivation, focusing on three main theories – Equity theory, Expectancy theory and Goal setting theory. Within these theory bases I will outline some of the developmental research that has been occurring, particularly those studies which have added empirical evidence to consolidate or expand on the basic theories. We will write a custom essay sample on The Fundamentals of Cognitive Theories of Motivation or any similar topic only for you Order Now Secondly I will show some practical applications of these theories and evidence of how successful they have been or could be within an organisational environment. Finally a short comment on the adaptability of these models to an international context which has become a dominant feature of current literature in this increasing time of globalisation. The Cognitive Theories – An Overview Motivation can be visualised as the energising force that provides the impetus to make people act. More specifically it is â€Å"the individual internal process that energises directs and sustains behavior; the personal force that causes one to behave in a particular way† (Olsen, 1996, p.1). It is a fundamental concept for management to understand in learning to comprehend the way individuals will behave within a work place context. The cognitive theories of motivation aim to develop this understanding by focusing on the action and choices made in the motivation process. The focus is on the processes that occur within a person’s mind, which influence their decision to act. (Wood, Wallace, Zeffane, Schermerhorn, Hunt, Osborn (1998)) They rely on the assumption that behavior is purposeful and being undertaken to achieve a desired outcome or goal. This means that analysing the way choices are made between a variety of perceived outcomes can provide valuable insight into understanding why and how individuals choose to act. Equity theory relies on the way people make comparisons of both effort/return and with those around them, arguing that â€Å"when people gauge the fairness of their work outcomes in comparison with others, felt inequity is the motivating state of mind.† (Wood et al p 183) People resolve the felt inequities by working in such a way as to restore a sense of equity. The equity comparison occurs on two levels. The first is an individuals subjective assessment of whether the effort required will be commensurate with the benefits achieved. The second comparison occurs on a social level using those around as a yardstick against which to measure the individuals own sense of equity. Studies (Adams 1963 in Wood et al; Vecchio 1981) have generally supported this theory. A number of recent studies have sought to develop this principle further. By looking at the relationship between Equity theory and Interpersonal Attraction (Griffeth, Vecchio Logan 1989) the authors were seeking to determine whether an attraction (or hostility) between the individual and their referent other had any influence upon the way they perceived and reacted to inequities. Their research, through a cross referencing technique of equity factors and attraction factors, provided results that indicated that attraction was indeed a contributing factor in the way individuals perceived equity balances. Although this does not undermine the essentials of equity theory, it adds the need to consider how and with who referent comparisons are made, as extra considerations when using the model. Meanwhile Barr Conlon (1994) have been looking at the impact of distribution of feedback (both group and individuals) upon individual intentions. In particular for us, this study brings into question the applicability of equity theory assumptions within a group context. It proposes that, in a group setting, where other members would act as referents and rewards are distributed equally based on group performance, individuals would make equity comparisons within the group before deciding whether to persist. This was thought to override the impacts that feedback would otherwise cause. The results supported this contention. It showed that where the impact of individual feedback worked to create a perception of underpayment (due to perceived greater effort than other group members) that individuals were less interested in continuing the behavior that they believe led to the underpayment. Thus the social comparison effect was strong enough to override any of the individual positive feedback received. The study illustrates that social comparison within a group, where felt inequity is present, can have an impact on performance, and equity theory provides a good model for predicting this impact. Once a goal is selected, it allows people to channel their energies toward goal achievement. Four factors are stated as being important in goal setting to stimulate performance (Knowles 1991). These are The theory comes into use within the domain of â€Å"purposefully directed action.† Basically it states that the simplest and most direct motivational explanation of why some people perform better on work tasks than others is because they have different performance goals. (Ryan 1970 in Latham Locke 1990). While much of the research has previously surrounded assigned goals, more emphasis is now being placed explicitly on self regulation. That is, the extent to which individuals will use goal setting, self monitoring and self rewarding/ self punishing behavior to attain a goal. (Latham Locke 1990) This may especially be useful in breaking a larger goal down into more specific stepping stone goals. The implication for managers from the study is that the addition of skills in self regulation, acquired through experience, training or effort will lead to a greater likelihood of goals being achieved. Victor Vroom (1964, cited in Wood et al, 1998) developed one of the most widely used models for the understanding of the motivation process. It aims to predict the effort that will be expended by a person in completing a task. It argues that goals are chosen according to the relative attractiveness of the outcome. Diagrammatically it can be represented as follows The contention is that the motivation to work results from the product of Expectancy, Instrumentality and Valence. (M=E x I x V) These elements are defined as follows: Expectancy is the probability of the extent to which the individual believes that a given level of achieved Work Performance will follow work effort. Instrumentality is the probability assigned that a given level of achieved performance will lead to various work outcomes. Valence is the value attached by the individual to those work outcomes. (Wood et al 1998) The implication of the model is that managers need to take into account the importance of the task being achieved along with the likelihood of the task being achieved and the likelihood that the task achievement will lead to a reward that has value to the individual. An individual requires all these factors to provide the impetus to exert the work effort. The fact that the theory does not attempt to specify the types of rewards that will motivate particular employees gives it a robustness that can be useful in application. Klein (1991) has been looking to clarify the relationship between goal setting and expectancy theories. Traditional theoretical approaches suggested viewing â€Å"expectancies and attractiveness as interacting to influence goal choice, with goals being the more direct determinants of effort† (Klein 1991 p 231). However there is also some competing evidence (Garland 1985) which contradicted this view contending that goal attributes affect expectancy theory constructs rather than resulting from them. Klein’s study hence sought to expand evidence of how the expectancy theory constructs relate to goal choice, goal commitment and performance. His findings replicated those of Garland. The perceived explanation for this for this was that goals form a dual role of being targets to shoot for as well as standards for evaluating one performance. The research into combining the two theories is continuing, with much discussion currently surrounding â€Å"issues of causal ordering, measurement and the meanings of those measurements†. (Klein 1991 p 230) It appears that we have to wait on the world of academia to conduct more research before a widely accepted combination of the two models evolves. Practical Applications of the Cognitive Theories I now wish to bring in a number of specific examples of how and where these theories can and have been applied. Using Goal Setting to improve Safety Behavior. An application area of particular interest has been the use of goal setting techniques in improving safety performance On an anecdotal level I have seen this prove successful at my own work site at a steelworks at Western Port. I have seen much evidence of the positive use of goal setting techniques in an attempt to address the behavioral component of safe working practices. The focus upon systematic monitoring of safety related behavior and the provision of extensive feedback in conjunction with widely accepted goals on injury performance at a crew and organisational level has seen safety performance improve by over 50% in under two years (BHP Western Port Lost Time Injury Statistics). However it is difficult to read too much into the improvement given that a number of other initiatives are also being concurrently undertaken. A study into the UK construction industry (Marsh, Robertson, Phillips, Duff 1995) provides some empirical support for the premise that hard, specific goals with wide feedback of the results of ones behavior can lead to positive changes in safety behavior. This study found that by using quantitative measures of awareness and review sessions, that the intervention was having positive impacts, supporting my own anecdotal evidence. It supports the notion that clearly identified and well publicised safety targets can perform a crucial role in influencing safety behavior. How to cite The Fundamentals of Cognitive Theories of Motivation, Essay examples

Key Features of HR Practices-Free-Samples-Myassignmenthelp.com

Questions: 1.What course of action would you recommend to the CEO in the first hospital as a way to Improve the Operation of HRM at the Hospital? 2.What are the key features of building a Sustainable HR Capability? Answers: Introduction Human Resource Management practices in an organisation is based on an official system that assists the company to look after in managing their workforce, recruitment of employees, staffing and maintaining a methodical and formal work design within an entity. Productive outcome of company is dependent largely on effective HR planning and practices. This business report aims on focusing lack of supervision in HRM practices that can cause disruption in internal environmental condition of organisation that can affect sustainability of company in market. Examples of two health care organizations in Australia are considered where contrasting HRM is implemented and a comparative study on HRM within the organizations is demonstrated. The learner has conducted a secondary methodology analysis here to gather information from secondary sources to provide insight into the HRM functions and their sustainability in the organisations. Thesis statement of this report shades light on the significant factors of prolonging sustainable HR practices within an organisation and probable recommendations in improvement of HRM operations in a healthcare organisation. 1.Recommendations for improving HRM operations The two hospitals that are considered in studying effective HRM prolongs contrasting practices of human resource within the organisation and subsequent consequences are faced by them. The first hospital lacks a specific HR department and consequently face challenges in market sustainability due to large number of employee turnover. On the contrary, the second hospital possess an HR department in the organisation that consists of a dedicated HR team that looks after employee that looks after organisation designing, employee recruitment and resourcing, their performance as well as rewards and recognitions. Ehnert, Harry Zink, (2014) mentioned that successful employment flexibility always allows an organisation to maintain an integrated HRM within the organisation. In the first hospital, lack of HR department has resulted in nil flexibility among employees and as a result huge internal disruption has taken place due to non involvement of key HR practices. CEO of the first hospital along with the finance manager have taken the responsibility of HR department and a consultant is appointed, who visits the hospital once in a week to look after the HR policies. Bogdanovic, Durian, Cingula, (2016) mentioned that it is not possible to acknowledge the factors and develop policies of human resources by a finance manager who has no relevant knowledge about the particular field. Figure 1: Three components of Karon Legge model (Source: Nazeer, Zahid Azeem, 2014) As per Karen Legge Model, HR practitioner within an organisation can involve three types of innovative approaches that can help in operations on HR departments (Lakshmi Kennedy, 2017). The primary recommendation that is required to be provided to the CEO of the first hospital is to develop a specific Human Resource Department within the organisation following the Conformist Innovator approach of Karen Legg model. Conformist Innovator approach of Karen Legg model will help the company to identify objectives of the organisation, strategies of conflict reduction, cost reduction and increase organizational productivity (Psychogios et al. 2016). HR team of the second hospital has framed a strategic HR capability, dealing with the visions of the organisation, thus enhancing their profit and productivity. Figure 2: Components of Six Sigma lean approach (Source: Veloso, Tzafrir Enosh, 2015) The second hospital has maintained an effective monitoring of different HR practices, policies and processes of their organisation. As per Kemayou, (2014), quality and performance measurement of an organisation is done by six sigma model, which can be utilized by HR departments. The second hospital has identified and measured the internal and external market factors that are followed by undertaking the six sigma lean approaches in monitoring organizational HRM. CEO of the first hospital is strongly recommended to conduct a methodical monitoring of the HR practices with the help of Six Sigma model that would assist to frame an organizational chart, designation of each employee, their performance and scope of improvements. Specific training and development requirement, key performance indicators along with rewards and recognitions of the employees can be identified from this model. Benn Rusinko (2013) stated that in HRM, key performance indicators portray the metric of performance eva luation of several HR activities. 2.Key features in building sustainable HR capability The second hospital has taken successful measures in developing the vision of organisation, identifying key performance indicators, monitoring effects of organizational HRM, motivating their employees and employee retention. Longoni, Golini Cagliano, (2014) opined that a sustainable HR capability is developed within an organisation on individual considerations of HR activities and specific analysis of those activities for future improvement. Figure 3: Key performance Indicators (Source: Story et al. 2014) Key performance indicators identified by second hospitals are: Training and development Absenteeism Workforce cost Employee retention Employee motivation Employee turnover Workplace health and safety Determination of each of the key performance indicators has allowed the second hospital to improve their job designing in HR practices. As per Smith Synowka (2015), a company can develop a proficient strategy in executing HR practices, which would help them to prolong a smooth workflow and also increase competence to survive tough market competition. Capability of HR department of the second hospital is judged by their sustainable position in the market and this has been possible because a smooth relation is maintained between the HR departments as well other departments of organisation. On the contrary, the first hospital has not established a specific HR department, thus their sustainability in HR capability is questionable. They have only appointed a consultant in reviewing their HR policies, processes and practices. As per Akhtar et al. (2014) appointing only a consultant to supervise HR policies is not sufficient in evaluating the HR capability of the organisation and its conse quent sustainability in market. Healthcare organisation Key performance Indicators Monitoring HR processes Employee retention Sustainable HR capabilities First hospital No No No No Second hospital Yes Yes Yes Yes Table 1: HR practices in two organisations (Source: Created by learner) HR department of the second hospital has considered the motivation of their employees as a crucial factor and had introduced several reward and recognition processes to increase the encouragement and loyalty of employees. This has helped the company in retaining their employees, reducing staff turnovers and overall production quality of the company has increased. Lack of all these systems in the first hospital has resulted in huge employee turnovers, staff grievances, absenteeism, and reduction in overall company productivity. Varma (2013) has stated that effectual production is indirect in the HR department, utilization of staffs is being initiated from this department itself. Hence, it is obvious that the first hospital will face reduced productivity as their employees are not enough encouraged and motivated. CEO of the first hospital is content with the supervision of an HR consultant in their organisation to look after HR policies set by CEO and financial manager. As mentioned by Lussier Hendon (2014), an HR consultant can oversee and supervise the prevalent HJR policies but cannot undertake measures in introducing new strategies as well as look after employee benefits that are essential for company benefits. Options Characteristics Creating HR functions Staff engagement Organisational commitment Quality of patient care HR manager Planning Job analysis Recruitment Selection Table 2: HR practices in second organisation (Source: Created by learner) The second hospital has effective HR department that deals with all the HR activities of the organisation and essential measures of improvement are recommended. This is another key factor in maintaining sustainability regarding capability of HR and consequently assists in profit enhancement of the organisation. (Refer to Appendix 1) Conclusion Findings and analysis in the above report shows that there is an effective relationship of HR department of an organisation with the enhancement of companys profit since the primary lookout of this department is towards the wellbeing of staff, who are the actual human resources of an organisation. Requirement of a specific department within an organisation deals with overall increase in productivity of an organisation and lack of presence of this department does not allow sustainability of the organisation in market. It is thus required to establish an effectual HR department within an organisation to look after the internal work culture of the organisation along with the sustainability of the company to survive tough competition in the external market environment. Reference List Akhtar, N., Azeem, S. M., Mustafa Mir, G. (2014). Impact of hrm practices on perceived organizational performance.International Journal of Academic Research,6(5).632-745. Benn, S., Rusinko, C. A. (2013). Boundary objects, HRM tools and change for sustainability.The Necessary Transition. The Journey towards the Sustainable Enterprise Economy. 2(4), 102-410. Bogdanovic, M., Durian, J., Cingula, D. (2016). Hrm choices for business strategy support: how to resolve the most important hrm strategic dilemmas?.Economic and Social Development: Book of Proceedings, 52(11) 429-745. Ehnert, I., Harry, W., Zink, K. J. (2014). Sustainability and HRM. InSustainability and Human Resource Management, 45(7), 78-214. Kemayou, Y. (2014). Organization and Assessment.International Human Resource Management, 74(22), 1020-2145. Lakshmi, V. R., Kennedy, H. (2017). The Role of Business Sustainability in Human Resource Management: A Study on Indian Manufacturing Companies.The South East Asian Journal of Management,11(1), 70-330. Longoni, A., Golini, R., Cagliano, R. (2014). The role of New Forms of Work Organization in developing sustainability strategies in operations.International Journal of Production Economics,147(6), 147-160. Lussier, R. N., Hendon, J. R. (2014).Human resource management: Functions, applications, and skill development. London: SAGE Publications. Machado, C., Davim, J. P. (2014).Human Resource Management and Technological Challenge,Berlin: Springer. Nazeer, S., Zahid, M. M., Azeem, M. F. (2014). Internal service quality and job performance: does job satisfaction mediate.Journal of Human Resources,2(1), 41-65. Psychogios, A., Szamosi, L. T., Prouska, R., Brewster, C. (2016). A three-fold framework for understanding HRM practices in South-Eastern European SMEs.Employee Relations,38(3), 310-331. Smith, A. D., Synowka, D. P. (2014). Lean operations and SCM practices in manufacturing firms: multi-firm case studies in HRM and visual-based metrics.International Journal of Procurement Management,7(2), 183-200. Story, J. S., Barbuto, J. E., Luthans, F., Bovaird, J. A. (2014). Meeting the challenges of effective international HRM: Analysis of the antecedents of global mindset.Human Resource Management,53(1), 131-155. Varma, A. (2013).Managing human resources in Asia-Pacific, Abingdon: Routledge Veloso, A., Tzafrir, S., Enosh, G. (2015). How employees perceive HRM practices: Differences between public and private organizations.Human resource management challenges and changes, 77(23), 19-36

Project Outline A Contingency Theory of Organizational Change

Question: Discuss about theProject Outline for a Contingency Theory of Organizational Change. Answer: Introduction Organization Profile Etihad Airways is based in Abu Dhabi, United Arab Emirates. It is one of the leading airliners in the United Arab Emirates. It is a passenger airliner and travels to major international destinations. The brand also operates Etihad Holidays and Etihad Cargo, which has assisted the business entity to build a reputed name in the International market. Organization Structure Etihad Airways is governed through a board of directors, and operates according to the legislation and the guidelines as well as the article of association in the company (Riwo-Abudho et al. 2012). These two committees are the executive committee and the audit committee possessing own distinct rules and regulations. Change Drivers The decision process is wholly centralized to the management or the core leadership in the organization. According to Benn, et al. (2014), the management of the business organization takes the key business decisions and this has an effect on the entire operations of a business entity. It is the primary responsibility of the middle- ranked management of the business enterprise to carry out the operational policies of the business enterprise as per the rules and guidelines established by the company set at the outset. The middle ranked management of the company has also an additional responsibility in allocating the jobs to different teams. Cameron and Green (2015) mentioned that the essential change drivers in the organization are organizational needs and the market demand, government laws and regulations. Besides, this enhancing each business processes in the organization can be one of the reasons for implementing changes in Etihad Airways. Vakola et al. (2013) stated that the needs of the business organization are the most important criteria when implementing changes in the business entity. Thus, the internal factors that can lead to changes in the organization are the cost of operations and the annual revenue of the business organization. The external factors of the organization are the nature of the market competition as well as the rising prices of fuel in the market (Battilana and Casciaro 2012). Besides this, the market demand of the consumers is also an important factor that can be attributed to the changes in the policies of the business enterprise. Key Stakeholders The changes shall mostly affect the internal level in the business organization. The operational department of the organization would be mostly affected by the changes in the business organization. This would have also had a pertinent impact on the financing decisions made by the stakeholders. Battilana and Casciaro (2012) mentioned that the key stakeholders also include the investors of the business organization. There shall be mixed reactions from the stakeholders. Initially, there would be resistance to the changes in the business organization. This shall be doubts about the alterations that would be implemented in the business organization. It is expected that this would have a considerable impact on the operations of a business entity. As per the Week 2 Desert News Case, this would have a serious impact on all the pertinent aspects of the business organization. Thus, the operational, financial and the marketing aspects of the organization would be influenced by the changes implemented in the business organization. According to Vakola et al. (2013), the changes adopted in the business organization shall have a potential impact on key business decisions taken by the business enterprise. It is important that the brand assess the existing operational policies of the business enterprise and reacts accordingly. In addition, the presence of the substitute brands in the market has also been instrumental to the presence of the change in the market (Battilana and Casciaro 2012). Therefore, it can be said that the change drivers have been essential to the change implemented in the business organization. The change would have a mixed reaction to the changes implemented in the business organization. (Cameron and Green 2015). The primary unanswered questions relates to the implications of the changes implemented in the business organization. This would directly relate to the business sustainability of Etihad Airways in the coming years. Besides this, there would be resistance from within the business organization. Change Initiative The primary aim of the change initiative is enhancing the business operational policies of the business enterprise. This would result in decreasing the operational costs of Etihad Airways . As per Nisam and Sushi (2011), the change initiative has to consider the following factor in establishing the changes in the organization - the needs of the enterprise. Therefore, Etihad Airways needs to consider the financial as well as the non-financial resource of the business enterprise in re-innovating the changes in the business enterprise. The success and the failure of these services can be measured through the year ended business performance. The change implemented in the business organization shall reduce the cost of operations of the company, thereby, strengthening the financial resources of the firm (Battilana and Casciaro 2012). The performance assessment can be done quarterly or half-yearly to identify the discrepancies in the production process of the firm. This would assist the business entity to execute business performances at a consistent rate. The following are the ethical considerations that need to be taken care of, in executing changes in the organization. Transparency- Any change implemented in the organization must conform to the ethical rules and guideline established for the organization at the outset. It is necessary that transparent policies and strategies are established to enable the business enterprise retain the existing goodwill and reputation. Employees - It is necessary that the organization does not exploit the rights of the employees. As such, it becomes necessary that the employees be not presented with an unfair deal. Financial strategies The financial strategies presented in the business organization. There should not be any financial irregularities or undue advantage taken by the organization, in the pursuit of implementing the changes in the organization. Environmental sustainability - Environmental protection and sustainability should be the primary concern of the business organization. Thus, it is necessary that the brand adhere to different environmental laws and regulations in implementing the operational strategies of the business enterprise. References Battilana, J. and Casciaro, T., 2012. Change agents, networks, and institutions: A contingency theory of organizational change. Academy of Management Journal, 55(2), pp.381-398. Benn, S., Dunphy, D. and Griffiths, A., 2014. Organizational change for corporate sustainability. Routledge. Cameron, E. and Green, M., 2015. Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Nasim, S. Sushil (2011) Revisiting organizational change: exploring the paradox of managing continuity and change,Journal of Change Management, 11 (2), pp.185-206. Riwo-Abudho, M., Njanja, L. and Ochieng, I. (2012) The role of strategic leadership during change, Kenya Journal of Business Management, 4 (1), pp.48-61. Vakola, M., Armenakis, A. and Oreg, S., 2013. Reactions to organizational change from an individual differences perspective: A review of empirical research. The Psychology of Organizational Change: Viewing Change from the Employee's Perspective, pp.95-122.