An Infectious Cure Essay

Part 1 Questions 1. The Europeans poured have poured something into the water which sterilized the water and killed the toxins that become disruptive in the digestive system when they are consumed. They Europeans may have poured what are called oral rehydration salts into the well, which quickly works are combatting the cholera, and will prevent further outbreaks from occurring. 2. Ethical issues that are raised by pouring the treatment into the wells without the consent of others is that people should be entitled to choose whether or not they want to chance their lives by consuming a mystery cure. The villagers have no idea what is being poured into the wells, which further down the line could cause different health issues, and in turn people won’t know where to begin to find a cure if they are unsure of what caused it. Bottom line, it takes away the person’s right to choose whether or not they want to accept the â€Å"cure†. For instance flu vaccines are readily available, but people still choose not to receive one out of fear that it will enhance the likelihood of having the flu that season. The only factor that makes it more ethical is the fact that it worked and nobody else became sick, but that should make people more skeptical knowing that their drinking water is 100 percent accessible and easy to tamper with. 3. The Europeans were not justified in imposing their cure on the villagers. Yes the â€Å"cure† may have worked in Europe, but since it had only happened one time, they may not know if their â€Å"cure† was really what helped in their situation. It could have been something completely different that went unaccounted for. They definitely could have taken other steps beforehand that would have made it more acceptable, such as: informing the people of what they were doing and asking for permission. The elder had every right to drain the well out of fear that the Europeans could have been tampering with it and making the situation worse. 4. It is not appropriate to force a cure on a population. It takes away peoples’ choice. As long as people are educated about the situation and their options, they should be able to choose. Like with the Fluoride situation, the water in the area is not their only source of drinking water, families could very easily buy bottled water in order to  prevent ingesting what they fear to be tampered with water. 5. It is clear that whatever the Europeans poured into the well did help the villagers. Since they isolated the drinking water to only one well, and people stayed away from the dyed water it helped to prove their validity much more, since the people did in fact get better after a few days and no new cases had occurred. The results were not scientifically reliable since there is still an amount of doubt since there was only one other trial. I would say the results are more indicative than anything since there was really nothing formal about the process. Part 2 Questions 1. I would say the villagers would needs to drink from the water repeatedly in order to speed up the production of the bacteriophages killing the harmful bacteria. The basis of my answer is that if a villager already displayed the symptoms of cholera and only drank the water once that it would be ineffective. The symptoms of cholera include vomiting and diarrhea which means the newly ingested water with the cure would quickly be expelled from the body. 2. People could see improvement as quickly as a day. They may not be back to 100 percent, but the symptoms will slowly start to go away. It all depends on how many phages are consumed and their rate of production. Very quickly they can multiply. I would expect the effectiveness to increase over time in an individual and then by the time they are better, the bacteriophages will have no more cholera bacteria to feed off of and then the phages will slowly die off because they rely solely on bacteria in order to survive. 3. Yes the process of viral and bacterial co-evolution will continue indefinitely because both will continue to grow, modify, and adapt to changes that the other has made. 4. No the villagers should not be concerned that this virus will cause damage to their intestines because that is solely what cholera targets, and the purpose of the phages are to combat the cholera bacteria, which would in turn help their intestines. 5. The release of a toxin from the cholera bacteria is what causes people to experience the dreadful symptoms. A negative health concern of killing the cholera at a quick rate is that since the phages will prevent symptoms from increasingly becoming worse, the â€Å"dead† cholera in the intestine may sit  there for a longer amount of time instead of running straight through the person which may do more damage to the intestine. 6. Humans should not be concerned about the bacteriophages infecting other cells because each bacteriophage is particular to a certain bacteria. If the bacterial cell exhibits traits that are desirable to the certain bacteriophage, then the phage will chose to bind and infect it, otherwise people have nothing to worry about. 7. If the bacteria became lysogenic, people would see improvements much faster, because more phages are being produced to combat the cholera bacteria. 8. Eventually the bacteriophages will die in the intestine since there will be no more bacteria to combat and live off of. 9. A risk to phage therapy is that the virus and bacteria both evolve over time. Using this method more frequently may cause the virus’s to evolve more quickly. If that is to happen there will be new problems to solve. 10. The next bacterium that is infected will actually produce more cholera and make the symptoms occur even more quickly. The affected human will become even sicker and could possibly die. 11. Given this information I would still try the phage therapy. The symptoms would be awful, and I would be willing to try anything for a chance for the symptoms to get better. I would say this is a safe and effective form of treatment under monitoring. Part 3 Questions 1. The phage treatment had much quicker and effective results than the antibiotics. 2. Factors of the human body that could alter the effectiveness of the phage treatment would be temperature, acidity, and the strength of the immune system. These factors could have different effects on the phages. The results would be different for each person, since the internal environment is different from person to person given the situation. 3. Advantages to antibiotics are that they still work, just not at the fastest rate. You know exactly what is being put into your body and how it is supposed to work. 4. Advantages to phages is that they work at a faster rate than antibiotics, they invade the cell and get right to work whereas the bacteria often has time to adapt and keep reproducing with an antibiotic. Part 4 Questions 1. Advantages to phage treatment: able to reach parts of the body quicker than antibiotics, the rate at which it kills the bacteria is much faster, phage treatment is very individualized which is better for people. Disadvantages to phage treatment: takes longer to create, which may not be quick enough to combat certain diseases, more expensive, requires more testing. Advantages to antibiotics: they are more universal, can be created quicker, cheaper for the consumer, still effective (just not to the same extent as phage treatment) Disadvantages to antibiotics: they take longer to become effective, cannot access all areas of the body like phages can. 2. Yes there are some diseases that lend themselves more to phage therapy such as salmonella and other types of food poisoning that target specific areas of the body. And yes there are some infections that lend themselves more to antibiotic therapy like a simple cold, or an ear infection. Antibiotics are more than capable of handling something simple like that. It is when infections become more serious and detrimental to a persons’ health that other methods of treatment should be discovered. 3. Yes I think restrictions on phage therapy should be loosened. It may cost more, but there are people willing to pay the price for more effective treatments. As long as the phage therapy is being used for the greater good, then I say why not take advantage of it.

Fast Food Nation Analysis Essay Essay

The non-fiction book â€Å"Fast Food Nation† by Eric Schlosser writes about how the fast food industry works from different viewpoints. Throughout the book it can be very disturbing and very real about the fast food industry. Changing American society and causing many great problems. The author established well credibility by providing well facts and supporting it. He talks about the success and failures of what happened in the fast food nation. Many failures happened in the past such as mistreating the cattle and poultry. The animals were mistreated because they were being fed dead animal and chemicals. The cattle would get injected by hormones to make them bigger so once they get slaughtered there would be a lot of meat. This book is different from the other books I’ve read in my past English classes because the author supports and backed his claims and facts with evidence. Workers at slaughter houses would use lack of health care to treat the meat which caused infectious diseases. From pg. 195 the author talks about the foodborne disease which is very common. Ã'”Every day in the United States, roughly 200,000 people are sickened by a foodborne disease, 900 are hospitalized, and fourteen die. I agreed from everything of what the author wrote. Fast food business owners are mostly greedy and do not care about the public’s health. Read Also:  Analytical Essay Example Topics Teenagers, uneducated adults, and undocumented people work for low wages. Meatpacking jobs is the most horrendous and dangerous jobs today. Fast food has shaped American society because it contributes obesity that many Americans face every day. Fast food companies spend a lot of money to sponsor their food and make people buy their food. For an example Mc Donald’s spend millions to bring consumers especially children. Toys and a Mc Donald’s TV show manipulated children to make their parents take them to eat at Mc Donald’s and get the toys that were sponsored. Now thankfully there is more awareness of the fast food problem. More people are spreading the word of being healthy mostly at schools. Encouraging students to exercise and eat healthy. Natural and organic foods are becoming more popular in the country. Even though the government haven’t really taken any steps to stop the mistreating of animals and of what goes in our food.

A goal oriented appraisal system

A goal oriented appraisal system Purpose – To implement a goal oriented appraisal system Observations from yesterday meeting They don’t have a proper performance appraisal system Technical skills are assessing from their Netherland counterpart but as my knowledge it is not documented Currently they are using 360 feedback systems but the content of the appraisal is very poor They are focusing on implementing a goal oriented appraisal system They are planning to conduct appraisal quarterly Their main purpose is to improve employee’s soft skills while assessing their technical skills Through this hey need to identify the skill gaps and training need of their workforce Performance management is about working together with employees to identify strengths and weaknesses in their performance and how to help them be a more productive and effective worker. Therefore, it is important to have a proper performance management system to help everyone in the organization. In order to have a proper performance appraisal system we can use following actions. Actions to be taken We need to evaluate the current performance appraisal system We need to analyze the areas covering thorough the current appraisal system and how frequently they are providing their feedback to others. Also we need to identify if there is anything that need to be changed or add to the evaluation criteria. As per the current system they are assessing only soft skills, but it is very important to assess their technical and operational and service skills to improve their career. Identify organizational goals Performance management system should be focused on project goals. PM has the idea of project deadlines, necessities needed to achieve the deadlines; measures effectiveness or efficiency towards the deadline and drivers to achieve the deadline etc. This chain of measurement is examined to ensure alignment with overall results of the organization. Goals should be addressed within a SMART framework. Specific: Well-defined to inform employees exactly what is expected, when, and how much. Measurable: Provide milestones to track progress and motivate employees toward achievement. Achievable: Success needs to be attainable with effort by an average employee, with a bit of a stretch. Relevant: The goals should focus on the greatest impact to the overall corporate strategy. Timely: A goal should be grounded within a time frame to create a sense of urgency for completion Therefore it is important to clarify what your goals are for the next quarter. Identify processes or procedures that could be simplified or done more effectively. Declare the goals for the next quarter or new products/ projects employee may involve. Implement better communication between departments and team members. Set performance expectations. Clearly explain the expectations for the employees Examine that they are currently doing their job well. Share some weaknesses that observed in their work habits, and how overcoming those would help their performance in the company. Identify specific things to accomplish over the next quarter. Prioritize these works, so the employee knows which is most important and make sure to give them a deadline for each task. Monitor and develop the performance cycle throughout the quarter One on one (1:1) feedback is a great way to do this. As employees begin to work on their expectations, we need to assess regularly how they are doing. We can do this weekly and can give feedbacks about their performance. If they appear to be struggling to meet performance expectations, discuss with them and check if they required any support or coaching. Evaluate their performance At each performance review, we should let employee know how they are doing. It is often helpful to assign a numeric value on a scale, rating the employee from â€Å"not meeting expectations† to â€Å"meets expectations† to â€Å"exceed expectations†. As a company we need provide feedback on their performance. We need to be more specific as possible, noting key examples of when they demonstrated a certain quality. Explain about the consequences or rewards of their performance. It is a key strategy to retain the top talent and driving organizational performance that exceeds all expectations. These things can be used to develop the under performers to become greater assets to your organization. Discuss any problems they may be having. Listen to their concerns. Align feedback with feedback given throughout the quarter in their one on ones Set new performance expectations for the next quarter Some items may be the same. However, since these are also based on organizational goals, you will need to re-examine the goals for the upcoming quarter. Conclusion Effective performance management plan is the key to creating an engaged and aligned workforce the hallmark of all successful businesses. Without one, the organization could lose more than just time and money you could lose knowledge, employees and, in the end, your competitive edge.

African Islamic movement in the United States Essay

African Islamic movement in the United States - Essay Example Islam has deep origins in the African-American practice of religion, roots that can be traced back to the period of slavery and early 20th century black Sunni communities in the United States. Islam played a greatly encouraging and ideological role in the evolution of a distinct African-American identity This study will outline the spiritual, ideological and psychological way for tracing the course of Islamic expansion within the United States and how has the matter of race in the United States influenced the practices and the community experiences of black Sunni Muslims who conventionally see Islam as a color and race-blind religion.Malcolm X's Hajj in 1964 and Warith Deen Mohammed's transformation of the Nation of Islam into an orthodox community in 1975 are two of the more recent visible signs of the importance of mainstream Islam in the African-American experience (American Black Islam, 1989). African Americans comprise about 42% of the Muslim population in the United States, whi ch conservatively is somewhere between four to six million; and Sunni African-American Muslims are the predominant community in the United States today.Muslim slaves-involuntary settlers, who had been the urban-ruling elite in West Africa - comprised at least 15% of the slave populace in North America in the 18th and 19th centuries. Their spiritual and racial roots could be tracked to ancient black Islamic monarchy in Ghana, Mali, and Sohghay. Some of these West African Muslim slaves brought the first mainstream Islamic beliefs and practices to America by keeping Islamic names, writing in Arabic, fasting during the month of Ramadan, praying five times a day, wearing Muslim clothing, and writing and reciting the Qur'an (McCloud, 1995). By the end of the Civil War, the old Islam of the West African Muslim slaves was for all realistic purposes obsolete, because these Muslims were not able to develop community establishment to maintain their faith. When they died, their version of Islam, which was African-American, personal, and with conventional and unorthodox practices disappeared. Early 20th-Century Mainstream Communities In the late 19th and early 20th centuries, the Pro-Africanist ideas of Edward Wilmot Blyden (1832-1912), which criticized Christianity for its racial discrimination and recommended Islam as a feasible alternative faith for African Americans, offered the political agenda for Islam's influence on black Americans. Furthermore, the global outlook of Marcus Garvey's Universal Negro Improvement Association and the Great relocation of more than one million black southerners to northern and Midwestern cities during the World War I era offered the social and political background for the emergence of African-American mainstream communities from the 1920s to the 1940s. The Ahmadiyya Movement in Islam, an unorthodox disciple community from India, set the foundation for conventional Islam in Black America, by imparting African Americans with their first Qur'an, significant Islamic literature and culture, and association to the mainstream world of Islam. Black Sunni Muslims can track their ancestry in the United States in the early 20th century to two multi-ethnic communities: the Islamic Mission of America, led by Shaykh Daoud Ahmed Faisal in New York City, and the First Mosque of Pittsburgh (Marsh, 1984). Shaykh Daoud, was born in Morocco and migrated to the United States from Grenada. He was greatly influenced by the Muslim migrant societies, by Muslim sailors from Yemen, Somalia, and Madagascar, and by the Ahmadi version of the Qur'an. He established the Islamic Mission of America, also known as the State Street Mosque, in New York City in 1924. This was the first African-American conventional muslim community in the United States. The president of the Muslim Ladies Cultural Society was none other than Shaykh Daoud' s wife, "Mother" Khadijah Faisal, who possessed Pakistani Muslim and black Caribbean ancestry. The Islamic

Negotiations - Getting to Yes Essay Example | Topics and Well Written Essays - 1000 words

Negotiations - Getting to Yes - Essay Example This paper tends to explain the significance of the theme stated above on the grounds of practical evidences and the findings of scholarly volumes on negotiation. To begin with, a person’s point of view of a certain topic has a straight-line relationship with his behavior as an individual. The intensity of his responses and reactions to counter arguments in a debate of win-to-win contexts reflects how passionate he is towards his ethics or prejudice. Hence, being soft on the people is important while at the same time being hard on the problem so as to achieve the goal. Planning covers the major portion of entire strategic negotiation procedures. When a manager utilizes all skills, knowledge, and potential to create a favorable condition for negotiating with someone, the tactics he initiates can be termed as ‘negotiation strategy’. According to Rojot, the first process of three-stage model of negotiation is ‘getting to know each other’ including their starting positions, range, and limitations. The second stage involves the attempt to reach a settlement either through official or informal actions; and finally persuading other group for decision making (174-75). While considering the scope of negotiation in a disturbed atmosphere, it is important to see that the process of negotiation passes through different phases that create stage for analysis, understanding, and effective communication. Importance and necessity of interaction are also determined only if the negotiation process is identified well. To be more specific, on initiating a negotiation process, one has to determine the actual reason for negotiating an issue. Although issues are more important than people concerned to them, ‘being soft on the people’ is also important. Otherwise, people tend to get defensive and refuse to listen (Chapter 3). On the other hand, gathering adequate

CCTV argument supporting the idea Essay Example | Topics and Well Written Essays - 1500 words

CCTV argument supporting the idea - Essay Example Undoubtedly, the expansion of globalisation, rise in societal complexities and new forms of criminal activities have accumulatively given rise to this need. Increasing urbanisation has exacerbated the trend towards privacy, leading to the essentiality of verifying identity. The growing frequency of crime has further emerged as one of the major reasons for both international corporations and government to increase video surveillance through CCTV (Ratcliffe & Taniguchi, 2006). Emphasising these aspects, the aim of this essay is to highlight problems arising due to the increasing number of CCTV cameras in the modern society and develop rational understanding in this regard. Need of CCTV Cameras With the advent of globalisation in the modern world, keeping track of regular activities performed within a society has become very essential for the government of any country to ensure national security. CCTVs are used not only in security purposes but also in research where people are continuo usly observed to understand human behaviour in different situations and circumstances. Increased mobility both locally and internationally has further given rise to a stranger society, where social control based on cognitive understanding matters significantly. Risk management has also become the leading mode of reasoning for both international organisations and government organisations, which has further increased the use of CCTV cameras. In the area of criminal justice, new ideas have given way to more humble defensive responses that focus on opportunity reduction, situational avoidance and risk management wherein CCTV can be regarded as a vital part of the trend towards the effective identification of punishing offenders, managing prisoners and handling rehabilitation centres. There are records that show CCTV is more effective in some context than other technology gadgets in identifying crimes. Reports published on the effectiveness of using CCTV have revealed that it had a signi ficant impact on decreasing vehicle crimes, robbery and theft. However, no such significant impact of using CCTV was seen in case of violence or felony (Damjanovski, 2005). Researches further depict that identification of the real offender is possible through the CCTV cameras, which in turn plays a vital role as evidence in any criminal prosecution. Though proper evidence has not yet been obtained in the violence sector, the cameras have been observed to record suspicious behaviours and therefore play a pivotal role in obstructing the conduct of any probable crime to ensure security of a given population. However, the effectiveness of CCTV is often affirmed as subjected to constant monitoring, which could only be done in a reliable manner by a computer programme that searches for unusual activities and highlights it for further investigation. Notably, to increase efficiencies in identifying crime and protecting the society with the assistance of CCTV, innovative software programmes, known as Artificial Intelligence Systems (AIS) are being developed, which can predict the occurrence of crime quite effectively (Ulkemen, 2009). For instance, in a recent crime activity of the â€Å"Boston Marathon Bombing†, the CCTV installed in a departmental store helped the FBI team in identifying the concerned perpetrator of the crime. CCTV has also shown significant contribution in controlling hacking

Report on the Religious Life of Planet Earth Assignment

Report on the Religious Life of Planet Earth - Assignment Example This is despite the fact that people have different perspectives about the issue of religion. For establishing whether the individuals in the planet are religious and the contents of this religion, a criterion will has to be used for pointing out the various factors, which come into play about religion. The first criterion in this case is in relation to the different branches of religion. So what are the various branches of religion? In this case, there are two extremely significant branches. These are Christians and Muslims. In essence, these are the two significant religions in the world. There are other minor ones like Buddhism and Sikhism just but to mention a few (Tomoko, 2007). The other criteria, which can be established, are in relation to how the religions look like. This is also in relation to the elements, which are associated with these various diverse religions. For starters, in the case of the Christians, the most crucial element is The Bible. In the case of the Muslims , the Quran is considered the most salient element. These are Holy Books. From these books, the teachings of religion can be deduced (Harvey, 2000). These are the writings, which hold the most relevant information, which is associated with the religion. ... In this case, the death and resurrection of Jesus Christ is commemorated. This is something, which takes place on an annual basis. In the case of Muslims, there is the Idd festival, which is also a significant event on their calendar, which signifies the end of fasting (Tomoko, 2007). In all the religions which are known to be in existence, there is the perception that there is always a place where the good people in the world will go. In almost all cases, this place is termed as heaven. There are many good things, which are associated with this place. At the same time, it is the place where people are encouraged to aim at going in the event of their demise from the earth (Harvey, 2000). Similarly, there is also a place where the individuals who lived wretched lives will go. This place in almost all the religions is termed as hell and is the location the devil is believed to be living. The one intriguing and rather captivating thing is the belief system, which the people of these rel igions have come up with. This is especially in relation to the aforementioned locations. The believers believe that the places exist despite the fact that it has not been proven whether they exist or not (Harvey, 2000). The one thing, which this highlights, is that there is an undoubted amount of faith in the case of the individuals of the religions, which are existent in the earth. There are some functions, which are associated with religion. The first one in this case is that religion provides a means of interaction between the human beings and God. It is through religious activities that human beings can indeed get to communicate with God. Religion also serves to provide people with mental peace. Religion serves to console the human person despite

Generating Revenue in Healthcare Assignment Example | Topics and Well Written Essays - 750 words

Generating Revenue in Healthcare - Assignment Example This is achieved by offering of services that otherwise cannot be offered adequately by the bereaved family. This also takes the burden that could otherwise have been born by the bereaved family and thus the family focuses fully on the funeral ceremony. How else could you appease the deceased other than letting them spend their last moments with their family? The food and beverage department offers a number of services. First and foremost, the program offers meals for the mourning gathering. The mourners as well as the family would like to have food to take them through during their stay with the bereaved. The department thus is able to provide meals offered four times a day. First, there is the morning breakfast that is taken at 7 o’clock. This comprises black tea, black coffee, and milk and fruit salad. There are also refreshments during the mid morning that comprises fresh juice, sodas, snacks such as biscuits and even donoughts. During the lunch hours, meals are also provided. This meal comprises vegetables, French fries, rice, cereals among other foods. There is also evening refreshment offered between 4 to 5 p.m. This comprises tea, coffee, milk, juices and fruit salad. Supper then follows u a few hours later and is served at approximately 8 pm. This meal comprises French fries, vegetables, rice, cereals and rounded up by a glass of wine. However, these meals are not fixed as suggestions from the host family are highly considered. Diversity and flexibility is a virtue that the department embraces and thus whatever you wish to be displayed in the menu will be granted. The department also offers tents for hire. This tends offer shelter during the rough weather conditions. Chairs and tables are also being offered by the department to offer comfort ability during the services. Also offered is the public address system to ensure quality communication standards within the function. Humans

Issues, Theories & Practice in Organizational Behavior (Hospitality Essay

Issues, Theories & Practice in Organizational Behavior (Hospitality Industry) - Essay Example s by proposing ways through which the hotel can use to improve the human resource aspect while adopting the globalization trend moving into the future. Globalization can be defined as a way through which companies move from the native countries and start their operations in other countries. It entails several aspects like operations, products among others. It can be identified as a means through which companies avail their services in many countries around the world. In recent times, the desire for companies to attain globalization has been on the rise. Going international makes many companies discover new markets. In the hospitality industry, the globalization trend has been extensively employed as there are numerous hotels within this industry which have an international outlook. The demand for high standards of hospitality services can be identified as the global feature driving these companies towards globalization. The demand for hospitality services has been on the rise as international business increases across the globe. The rate of movement by people around the world has increased tremendously in the 21st century. The demand for hospitality services like hotel rooms continues to increase annually as the years progress. Hotels continue to expand their services in the aim of satisfying their clients. Loyal clients of hotels have been the main reason for the desire to globalize within the hospitality industry. The competition within the industry continues to rise as new organizations come into the market (Aaker, pg 5). Globalization has become the new way to create an extra market for the organization within the hospitality industry. The creation of an international brand is crucial for many organizations within this industry. People travel from numerous places in the world, and with an international brand, a hotel can easily sell the name once it enters into the new market. While creating an internationally recognized brand is an essential requirement for

Revolutionary Mothers Essay Example for Free

Revolutionary Mothers Essay Women of varying races and classes experienced the American Revolution in different ways. Loyalist women over-estimated the power of their class position, Native American women would see their power within their societies diminish, and African American slave women saw their hope for power through freedom subsumed by racial inequality. Regardless of the relative positions of power for each of these classes of women, their experiences as victims of war were similar. The chaos of war and a changing political system left few women, if any, truly better off it its wake. Enslaved African American women, those with the least amount of social or political power before the American Revolution, were taunted with promises of freedom from British office holders and eventually British generals. However, these promises only came to fruition for a fraction of the tens of thousands of slaves who left their masters in search of freedom. Dunmore’s Proclamation of 1775 enticed slaves to fight for the British Army in exchange for freedom. Dunmore’s â€Å"Ethiopian Regiment† met with disaster through disease and capture. Half of the regiment and its female followers died of smallpox (124). When the regiment was captured by Americans, thirty people were sold back into slavery in the Caribbean as an example of what would happen to slaves who sided with the British (124). Four thousand slaves, men, women, and children, fled with General Cornwallis. When he was forced to surrender Charleston to the Americans, many of the slaves who were with him were sent to NY and eventually to freedom in Canada (125). Not all those who encountered the British Army were freed. When General Henry Clinton ordered that Patriot personal property be confiscated, that included slaves. Clinton treated these slaves as property of the British Army and forced women to do the soldier’s laundry and help build fortifications (127). African American women who did manage to escape to Canada, were victims of racial hierarchy. The best lands available went to white refugees rather than black refugees. Those who made it to Canada were subject to  violence from whites when they stepped outside of their accustomed economic and social roles (129). There are regional differences for African American women who did not did not flee during British promises of freedom. Gradual abolition in the North meant opportunities for freedom. However, these opportunities were limited by racial hierarchy. In the South, farmers and plantation owners relied on slave labor to rebuild the agrarian economy in the wake of the Revolutionary War (133). As slavery became further entrenched in the Southern economy and culture, freedom became nearly impossible. Of the tens of thousands of slaves who fled, the British formally granted only 1300 men, 914 women, and 740 children freedom (129). Many white loyalist women also escaped to Canada. However, many elite loyalist women overestimated the power granted to them by their class standing. Loyalist women left behind when their husbands went to fight for the British were powerless to prevent patriots from taking their property and removing them from their homes. Elite women’s marriages, property, children, and mere presence were politicized (98). Women who chose to flee or who fled to escape the violence of the patriots were unwanted burdens on their enemies and allies alike (100). Not all loyalist women were hapless victims. Those who chose to act as individual political agents by aiding British soldiers and passing intelligence forced an alteration to the American’s language surrounding traitors. Treason laws which previously read, â€Å"he,† were changed to include both men and women (103). Women who fled invariably faced hardships in the harsh travelling conditions. Wealthier women fared better than those of modest means. Wealthy women were more likely to survive the journey to Canada and find adequate shelter once they arrived. Women of less means lived in tents during harsh winters and faced starvation. By the end of the war, the elite social classes were rebuilding their societal structure in Canada (106). Though many were still bitter about losing their farms and possessions, they made a gentrified society out of the relative wilderness of Canada (106). Native American women lost the most in terms of position and power during the American Revolution. Women were an integral part of the political decision making process in Native American nations. Women leaders of the  Mohawk, Cherokee, and Munsee Delaware sought to coexist with white settlers, none were successful. Molly Brant, mistress to British Indian Agent William Johnson held considerable sway with both Mohawk and British. She relied upon for her diplomatic skills and remained loyal to her husband’s British background even after his death in 1774 (111). Nancy War attempted to keep the peace between Cherokee and white settlers from her position on the Cherokee General Council and as leader of the Women’s Council (115). When negotiating a treaty with white settlers, Queen Esther Montour of the Munsee Delaware suggested the white man with who she was negotiating take the proposed treaty back for him women to read. He was incredulous at the idea that his women would have anything to say in political matters (116). None of these women had â€Å"counterparts in American colonial society† (118). White men who wanted to trade or negotiate with Native Americans were forced to deal with women in positions of power. Molly Brant took political action when she warned her brother of American soldiers intent on providing support at Fort Stanwix. Her efforts made her an enemy to the Americans and an enemy of the Oneida, a tribe once united in Confederacy with her own Mohawk. Molly’s home war raided and she was forced to flee. At the end of the war, like so many other women, she was exiled to the relative safety of Canada. British men came to respect women like Molly Brant. However, it was much more common for European men to view the gender structure of Native American society as abhorrence against God’s natural law. Once America had secured its independence, Native American women’s positions of power within their cultures was subsumed by assimilation efforts of the new American nation. Native Americans refashioned their societies in the face of threats and pressures from Americans who pushed European norms onto Native Americans. The spiritual and political roles for women were lost in these efforts (119). Although these groups of women started out in very different circumstances before the war, and ended with different social circumstances, they shared a common thread of the necessity to flee. They even often shared a common location of safety and freedom: Canada. None of these women had a place of freedom or power within the new American Republic. Many more slaves remained as such than gained freedom during the American Revolution. Elite women  eventually regained status lost during the Revolution, but in a new, harsher land. Native American women’s social and political positions were devastated by the results of the American Revolution. Just as their nations slowly lost their sovereignty and autonomy, so did Native American women lose their power and freedom within their communities.

Merger Management of Kraft and Cadbury

Merger Management of Kraft and Cadbury Nowadays, organisations must actively develop and adapt appropriate changes that fit the dynamic environment. This highlights the importance of change management in judging how flexible and responsive an organisation is. As more companies expand and diversify, it is inevitable that smaller organisations are now looking into merger with bigger organisations to boost their share of their market. Bigger organisations are also attracted by the opportunities of entering untapped emerging markets. Therefore, the nature of change that we will be investigating in this report is merger and acquisition (MA). We will relate this change to USs Kraft Foods Incorporated, as the company recently acquired UKs Cadbury. The issues we have selected to focus on are in the following order: leadership and communication, cultural change, and staff resistance. Leadership is chosen because leadership is critical to determine the success of an acquisition. Firstly, due to the huge number of employees involved, the choice of an appropriate leadership style is vital to ensure integration in both companies is a smooth process. Next, an effective leadership will improve the productivity of both companies through the efficient allocation of resources to achieve the organizational strategic goals. Communication is chosen because the acquisition will raise doubts among Cadburys employees on their roles in the new company and its vision and goals. The feeling of uncertainty about their future could lead to a dip in their morale and low productivity at work. Thus, it is essential for Kraft to use an appropriate communication strategy to increase the awareness of the employees of any impending change initiatives. Culture is chosen because of the diverse cultures between Kraft and Cadbury. Cadbury was founded on Quaker ethics to build a socially benign business. This philosophy helped Cadbury to build a world-class brand that is close to the hearts of the British people. In contrast, Kraft is more of a performance driven company with decades of profit driven mergers and demergers. Thus, it is essential for Kraft to identify and value the cultural differences as sources of synergy and efficiency in order to manage the acquisition process effectively. Staff resistance is chosen because management and employees made up the core structure of the organisation. The policies undertaken by these personnel and behaviour exhibited can have an immediate and vital impact on determining how organisation functions. In the horizontal acquisition of Cadbury, Kraft must also be able to seek equilibrium for integrating the staff from both sets of organisation. Conflicts at management levels, diverse working styles and even motivational approaches are some situations that may hinder and pose challenges. Before implementing any change initiatives, we recommend Kraft to conduct diagnosis of the three issues mentioned above. 2.0 Leadership and Communication 2.1 Definition of Leadership Koontz and ODonnell (1955, pg 17) the activity of persuading people to cooperate in the achievement of a common objective 2.1.1 Adairs Action Centred Leadership Duberly (2010) Adairs Action Centred Leadership model points out that a leader can only be successful when he is able to meet all three areas of needs task, individual and team maintenance needs- by helping his followers achieve the objectives of the common tasks, generate team dynamics and cater to the individuals needs. 2.1.2 Case-Study Rebecca Johnson (2008) The case study of Refresh Yourself illustrates Britvics use of Adairs action centred leadership to revive their company. For meeting task needs, the use of the balanced scorecard system with job descriptions provided their employees with a clearer understanding of their duties and responsibilities. With that, it helped to set the direction for employees to achieve their objectives. For meeting individual needs, the use of a performance management system with a core set of behaviours allows the employees to know how effectively they are performing relative to expectations. With a performance-based rewards system, Britvic motivated their employees by rewarding them accordingly as a form of recognition. For meeting team maintenance needs, a workshop session was conducted for the leaders of Britvic to reflect on their leadership. The insights gained proved to be very beneficial to them in their role as a leader as survey results showed that the employee engagement increased from 55% to 70% and employees confidence in leadership leapt to 72%. 2.1.3 Recommendations For meeting task needs, Kraft needs to provide a detailed road map which includes specific and clear goals, a detailed approach for achieving these goals, and a list of resources and time required to reach these goals. With that, Kraft and Cadbury can identify common goals so that the employees from both companies can work together on common projects in order for a smooth integration to occur. In the case of Kraft, the closure of Cadburys Somerdale plant led to a loss of 400 jobs. This caused the Cadburys employees morale to decline as they were fearful of further jobs losses. More importantly, this caused a loss of trust in the leadership of the organisation. Thus, Kraft should make a pledge to them that there will be no further job losses and factory closures to assure them of their job security. This form of assurance will restore their morale and bring about greater productivity within the team to meet the team maintenance needs. For meeting individual needs, Kraft should acknowledge employees achievements by offering rewards to keep them motivated. The rewards can be offered in the form of the cafeteria rewards system which offers employees the ability to choose a combination of benefits that best suit their needs. 2.1.4 Transformational Leadership Bass, B. M. (1990) There are four factors which make up a transformational leader, namely, charisma, inspiration, intellectual stimulation and individualized attention. Firstly, a transformational leader exudes charisma and instils pride in employees within the organisation. He creates vision to guide his followers and as engines of change within the organisation. They are deemed as role models. Secondly, a transformational leader communicates optimism about future goals to inspire his followers. Thirdly, he uses intellectual stimulation which encourages innovation and creativity in approaches towards identifying and solving problems. Lastly, he shows individualized attention by addressing his followers concerns and providing them with training for self-development. 2.1.5 Case-Study Catherine Monthienvichienchai (2007) The case study of Korea Ladder illustrates how Jonathan Cormack took on the role of a transformational leader. He united the two organisations behind a shared vision to inspire his employees. They were placed in groups for a discussion to help them realise the shared vision. He also fostered workplace creativity by conducting workshop sessions which were not a common practice in a Korean workforce. It was used as a form of intellectual stimulation to instil a sense of belonging in the employees. The positive feedback received from the employees proved that it was a success. He showed individualized consideration for the staff when he convinced the union that the foreign executives should not be removed as their experience and strengths possessed were essential to bring the bank to the next level. 2.1.6 Recommendations As the acquirer, Kraft needs to unite the two companies under one vision by offering communication programs that support the shared vision. The programs can be in the form of workshop sessions which creates a participative environment to foster a sense of belonging and involvement among employees. This environment would enable Kraft and the employees to work out a mutually satisfying outcome (i.e. a win-win situation). Next, Kraft must work at gaining the trust and respect of Cadburys employees to prevent the defection of talented people. Kraft can do so by bringing talents from both organisations together to work jointly on projects. This will encourage employees to focus on their similarities rather than their differences.The organisations various departments need to be restructured and processes must be redesigned to align with Krafts vision. 2.2. Communication 2.2.1 Definition of Communication Newman Summer (1977, pg 12) Communication is an exchange of facts, ideas, opinions or emotions by two or more persons. Communication Process Duberly (2010) Communication begins when the transmitter encodes a message to convey an idea, the receiver then decodes the message to achieve understanding. The context of a message refers to the non verbal cues conveyed by the transmitter to the receiver. The perceptual filter actually influences the way the message is transmitted. It ends with the receiver providing feedback to the transmitter to evaluate the effectiveness of the message. For effective communication on change, we will focus on three communication strategies. Firstly, spray and pray is used when employees are showered with a wide variety of information, and managers pray that staff will pick up what is needed to be done. Secondly, tell and sell is used when management attempts to both inform employees on changes and sell them on why they are required to the passive employees. Lastly, underscore and explore is used when management engages employees in a dialogue about the change process and seeks to identify obstacles and the misunderstandings that need to be addressed. Lastly, withhold and uphold is used when information is withheld until it is absolutely necessary to release it. 2.2.2 Case-Study Sarah Butcher (2005) The case city of Recovery plan illustrated the use of tell and sell as a communication strategy to persuade the bankers at Citigroup to be receptive to the new performance appraisal and compensation system. With regards to the revised compensation system, Citigroup need to sell to their bankers the idea that bonus payout will not be solely based on reaching financial targets but also dependent upon comprehensible understanding of the shared responsibilities. Another communication strategy adopted by Citigroup was spray and pray in educating their employees on the ethics and the banks code of conduct. It is a top down and one way communicating approach as the responsibility of communicating the acquired knowledge to the rest of the employees falls on the shoulder of 3000 senior employees at Citigroup. 2.2.3 Recommendations For effective communication, Kraft can adopt the underscore and explore method whereby they conduct a transparent and truthful dialogue with the employees to address the differences in culture and to identify any constraints for the change to be implemented. Kraft can also go beyond reassuring the Cadbury employees of their motive regarding the closure of the Somerdale plant. Since this is a two-way communicating process, the feedback generated from the active employees will be useful in resolving misunderstandings and build consensus on key issues. Kraft has to be cautious especially when dealing with redundancies. The communications, compensations, and benefits for redundant workers need to be clear and direct so as to build trust and commitment. In addition, they should also take a closer look at the effects of survivors (remaining workers) who suffered from low morale and decreasing commitment, trust and loyalty towards the organisation after the merger. Kraft can being by educating and persuading survivors of their good intentions by accounting personally for their action. On the other hand, the survivors need to be informed of their specific job roles and entitlements. Unless companies try to deal with this survivor syndrome by demonstrating to the remaining employees that the process for determining redundancies was transparent and professional, and those made redundant were treated fairly and lawfully, the general productivity and morale are less likely to be affected adversely. 3.0 Cultural change 3.1 Definition of Culture Drennan (1992) defined organisational culture as, Culture is how things are done around here. It is what is typical of the organisation, the habits, the prevailing attitudes, the grown-up pattern of accepted and expected behaviour. And as aptly phrased, culture is the key factor for making or breaking a merger and acquisition dealÂÂ ­. (Accenture, 2000) 3.1.1 Understanding Organisational Culture To better understand organisational culture, different methods are used, one being the Onion skin (Duberley 2010, modified from Schein 1992, 2004) Schein suggests three levels to organisational ÂÂ ­ structure: artefacts (e.g. language, environment, rituals), espoused values (organisations strategies, goals, philosophies) and basic underlying assumptions level (subconscious perceptions, thoughts and feelings that are the ultimate source of values and actions). Onion Skin (modified from Schein) 3.1.2 Sources of Organisational Culture The founder, organisational history, industry and size of the organisation impact its culture. (Duberley, 2010) Organisational culture is also reflected by national cultures and professional subcultures. (Hofstede, 1981) 3.1.3 Influence of National Culture The difference in various elements of a country such as languages, laws, values and attitudes will lead to one nations culture diverging significantly from another (Hofstede, 1980; Tayeb, 1989; Wilson, 1992) As an example of national culture, Adler (1997) describes Americans strong individualistic tendencies evidenced in their language such as trounced the opposition, and their human resource management based on individual knowledge and skills. (Calori and De Woot, 1994; Hemel Hempstead: A European Management Model Beyond Diversity), we understand that though organisational culture in the United Kingdom has similarities with the United States, certain significant differences include the adversarial relationships with labour, the tradition of the manager as a gifted amateur (as opposed to the professionalism of US managers) and the influence of class differences in the firm. 3.1.4 Cadburys and Krafts Culture Cadburys culture stems from its founder of Quaker origins: a paternalistic and philanthropic culture, which also focuses on the well being of groups rather than the individual. This translates to the idea that the leader knowing what is best for the organisation and its followers: (i.e. leaders as expert father figures). Cadburys culture of principled capitalism is what makes Cadbury great and it has successfully built a socially benign business. Cadbury has a loyal workforce that consists of staff and managers who have been in the organisation for a long period. Cadbury has a long tradition of high quality production and most of its factories make use of its local community, thereby ensuring that the brand itself is close to the hearts of locals. What this translates to is a family orientated and communal working atmosphere where staff takes strong pride in their work. Krafts culture is more performance oriented and is more focused on the meeting of sales and performance goals. Kraft is the quintessential traditional multinational business firm. There is a mercenary culture present; most staff and managers perform in relation to the rewards they get. Most rewards they expect are material and on an individual basis. Furthermore, Kraft is very much interested in destroying competition and seeks many alternatives and ways to ensure they are always ahead of competitors. Krafts culture is less communal and the working atmosphere is unlike a family atmosphere, in that people view each other as merely working colleagues and do not share deep friendships with one another. Staff and managers in Kraft are productive and focused in their work and most of them have a passion for business. 3.1.5 Potential of Post-Acquisition Culture Clash The acquisition will damage Cadburys current culture as the striking differences between Cadbury and Krafts culture may damage Cadbury existing successful culture of principled capitalism. This would bring about lower morale and performance and de-motivated staff. Krafts competitive and goal orientated culture might cause staff burn out amongst the Cadbury employees as they may feel insecure and uncertain. Krafts mercenary culture may create a lack of trust, which will weaken Cadbury staffs strong loyalty. By joining an American company, Cadbury risks losing UK benefits schemes to American procedures. Also, consumers may feel betrayed by the loss of its original organisational goals, resulting in a weakened brand. However, one advantage is that Cadburys shareholders will profit through the acquisition with the worlds second largest food manufacturing company. 3.1.6 Case-Study (Quote your Reference)SCB (an America-originated company) acquired and merged with KFB. SCB was successful with the merging of cultures due to effective communication, the understanding of the differences in cultures and the understanding that If you dont stretch things at all then nothing will change, but if you stretch things too far or too fast youll leave people behind. The approaches SCB used were the Conciliative, Educative and Corrosive approach, evidenced in the heavy use of consultation, training and use of networking. With this, they successfully overcame problems of national culture and cultural change such as: over-enthusiastic labour unions and differences in management styles, to name a few. What Kraft and Cadbury can learn from this is the importance of communication and flexibility in the use of approaches. 3.1.7 Recommendations Because culture is an essential element in an organisation, culture analysis should play a major role in an acquisition. Both qualitative and quantitative analysis exists in corporate culture: visual artefacts or manifestations of the organisation, the espoused values and basic assumptions (The Onion skin model) of the organisation have to be properly evaluated. This is essential to better understand the Krafts inner-workings and most importantly, its employees and their feelings toward the acquistion. The difference in national cultures of a UK in comparison to US organisation also impacts organisations greatly. Thus, Kraft should exercise patience and understanding to ensure that culture change is implemented and not resisted. (Whittle et al (1991:3) We understand that culture change is not a single event but an ongoing sequence of changes. Flexibility is important, as different stages of the change program may require appropriate approaches. 4.0 Resistance and Resentment Felt by Cadbury Employees 4.1 Definition of Individual and Change We will be illustrating the definition using case-study of the acquisition of Cadbury by Kraft. The process involves organisation undergoing a transformative change. This is so as the nature of change is large-scale and fundamental. At the same time, the effect is permanent and can be observed in the long-run. This issue raises the question of uncertainty which in turn, brought about greater anxiety. According to Schein E. et al. elaboration on Kurt Lewins(1951) Three-Step Model, anxiety can be broken down to two major forms survival and learned anxiety. The former pushes for change while the latter obstructs change. In order to integrate the change, Scheins theories suggest an inclination towards minimizing the learning anxieties. Generally, there are three areas we will be investigating with regards to the case-study. Firstly, the consideration of parochial self-interest which will need us to look into how the various groups in organisation will react upon their immediate interests in the company. With a likely shift in management, Cadbury staff will be reassigned to new job roles and positions in Kraft Inc. this may affect the individuals and probably also management. A possible reshuffling of manpower by HR will see the Cadbury staff go through a series of re-employment tests to allocate them to suitable tasks. This means that potential loss of authority and power especially for the executives and leaders of Cadbury relevant to their positions resulting in a conflict between their self-interests and the organizations interests. Therefore, the move to quit by the staff may be explained by this clash of interests. Next, the misunderstanding may be another consideration since the top management could be inconsistent in conveying their messages while middle-level managers could have failed to communicate clearly and on a constant basis to employees. They may put off the delivery of what they deemed as negative news. At the same time, employees are interpreted to be in denial and avoid the truth. They are sceptical of success and are unwilling to move out of their comfort zone to embrace change. Lastly, the tolerance for change is low as the former Cadbury staff may take huge pride in how they go about doing their work. Kraft personnel think otherwise and what they thought to be desirable for the organisation could be in contradiction with the new staff. The former Cadbury staff may reject changes while Kraft personnel likewise will stick to their ways of carrying out tasks. We will look into the Model of Stages of Psychological Reaction by Hayes and Hyde (1996) adapted from Elizabeth Kubler-Ross(1969) and see how it affects the individual change of Cadbury worker. Model of Stages of Psychological Reaction When Kraft Inc. based in the America announces the acquisition of UKs Cadbury on February 2010, there was first, feelings of shock among the stakeholders and also the employees of both companies as the ongoing speculation has been realized. Upon the acquisition of Cadbury, subsequently Kraft drew up plans to smooth the process of integration of the UK-based competitor into the confectioner family. However, at this stage the general sentiments among the people involved are denial. The employees may find it difficult to come out of this particular stage. Implementation of the changes to the different levels of organisation as Kraft begins to incorporate and find a fit for the new employees, new teams and new managers. At this stage, employees may experience depression and letting go but the main idea is that most personnel will not be able to come out of the previous stage so they will have regress or stay put in the previous phase. Thus, not all will complete this cycle. Some may progress beyond and enter the acceptance and testing stage which we believe to consist of majority to be the lower level of staff and employees while the senior management figures most probably regress or stay in the denial stage or even move on to another company highly likely for the case according to the article 120 of 165 Cadbury Staff Leave Since Krafts Takeover on webpage http://www.foodanddrinkdigital.com/sectors/food-manufacturing/120-165-cadbury-staff-leave-kraft-takeover. Case Study (Quote your reference) In January 2005, Gillette was acquired by PG. The merger resulted in around 6000 job cuts which was equal to 4% of the combined workforce of the two companies. The process of post-merger integration of these two companies faced an inevitable resistance. A number of people were told that they had joined what they thought was a long-term employer with sufficient size and famous brand. They felt that Gillette was a leader in the industry on many fronts. Not only were some Gillette staff personally unprepared for the takeover, because they often felt that their company was the better one, they also did not believe in the tremendous opportunities that were promised by top management from PG. Gillette employees had to face the unpleasant dilemma of whether moving to PG (and coming to terms with the changes) or leaving the company. PG and Gillette essentially had two different corporate cultures. Employees of Gillette hoped that Gillette, because they had been so large and successful, would be able to influence PG post-acquisition. But hoping for that was a complete utopia, as one former employee said. Gillette was absorbed into PG and very little from its culture was left, another said. Rather than change, employees voluntarily but reluctantly left the jobs they thought they would have until retirement. (Quote your Reference) In a joint press release at the time of their merger in 1997, the president of Daimler-Benz, JÃ ¼rgen Schrempp, and the president of Chrysler, Robert Eaton, declared that there will be no plant closures or layoffs as a result of the merger. However in 2000, the company announced there would be between 20000 and 40000 job cuts in the North American Chrysler division. Schrempp, by then the DaimlerChrysler president, claimed that the company was overstaffed by at least 6%. Announcing redundancies two or three years after the initial deal can cause even greater stress to the employees who thought that they were survivors. Employees are better prepared to handle the bad news straight after the transaction than two years later, after the newly merged culture has started to take shape when they thought they could rely on managements assurances regarding the merger, often accompanied, as in the Daimler/Chrysler example, with promises of no future redundancies. 4.1.2 Recommendations The negotiation and agreement approach would be much recommended. The resistance stems from Krafts inability to walk the talk of retaining the Somerdale plant in operation. On top of walking the talk, they are expected to keep behaviour consistent with messages, keep commitments and promises, and demonstrate some energy and enthusiasm regarding the change. Only then will team members feel they can take the next step of commitment. Kraft has to deploy the soft power to facilitate integration between the two cultures. The soft power provides an effective mean for Kraft to reach out to employees at a personal level. This promotes the establishment of a long-term positive relationship as empathy and communicating at employees level builds trust and strengthens their commitment to the organisation. 5.0 Conclusion In view of the acquisition of Cadbury, it is critical for Kraft to establish an effective leadership team to pave the way for a change programme. Kraft can adopt Adairs action leadership to have an overview of the three areas of need and ensure that they are met adequately. The success of the acquisition is also influenced by how well Kraft communicates to their employees on the change. Thus, Kraft should use the underscore and explore method to address the possible challenges and problems caused by culture differences. Due to the diverse cultures of Kraft and Cadbury, onion skin method can help Kraft identify the differences to prevent culture clash. With this in mind, Kraft can set directions for the management and employees to realign their styles of working to fit the companys vision. This will pave the way for Kraft to achieve their objectives and develop a strong standing corporate culture at the same time. Effective HR management may be a viable solution but in the long-run, in order to foster a harmonious relationship and spirit of unity among the management and employees. It is necessary to inculcate positive employee attitudes and promote willingness to learn with the acceptance of changes. Eventually, the organization can help staff to align their interests with those of the company so as to keep motivation high level across all departments. 6.0 Appendices 6.1 List of References References for Leadership Communication Type of Source Reference List Reference Books Bernard M. Bass, Ruth Bass (2008), Concepts of Leadership, The Bass Handbook of Leadership: Theory, Research, and Managerial Applications (4thedn), pg 17, Simon Schuster M V Rodriques(2000), The Meaning and Process of Communications, Perspectives of Communication and Communicative Competence, (1st edn), pg 12, Concept Publishing Company Bass, B. M. (1990), Organizational Dynamics, From Transactional to Transformational Leadership: Learning to Share the Vision, pg 22, Winter Case Studies Rebecca Johnson (2008), Refresh yourself, People Management Magazine, pg 32 Catherine Monthienvichienchai (2007), Climbing the Korea ladder, People Management Magazine, pg 30 Sarah Butcher (2005), Recovery plan, People Management Magazine, pg 34 Lecture Notes Duberly (2010), Change Management Lecture Notes References for Staff Resistance Type of Source Reference List Reference Books Esther Cameron Mike Green (2004,2009), Making Sense Of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change (2ndEdition) various Chapters Moeller S., (2009), Surviving MA: Make the Most of Your Company Being Acquired, John Wiley Sons Ltd Adolph G., Pettit J. and Sisk M., (2009), Merge Ahead: Mastering the Five Enduring Trends of Artful MA), Booz Company Inc Maginn M. D., (2007), Managing in time of change, McGraw-Hill Case Studies Gillette and Daimler Online Articles 120 of 165 Cadbury Staff Leave Since Kraft Takeover by Chris Farnell on July 29,2010 accessed on Saturday August 28, 2010 Kraft Gets Boost from Cadbury Thursday August 5, 2010 taken from The Wall Street Journal Earnings accessed on Saturday August 28, 2010 Kraft Criticised over Cadbury Factory Pledge May 26,2010 taken from BBC News Business accessed on Saturday August 28, 2010 Lecture Notes Duberly (2010), Change Management Lecture Notes Session 5 The Individual and Change Quotes Esther Cameron Mike Green (2004,2009), Making Sense Of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change (2ndEdition) What gets in the way of change: resistance to changeSchein E. Page 57, Kogan Page Limited, London UK

Another Andrew Jackson :: essays research papers fc

Andrew Jackson, the seventh president of the United states, was born on March 15, 1767, in the Waxhaw settlement on the western frontier of South Carolina. Jackson was orphaned at the age of 14 and was brought up by his uncle. Jackson was born into a poor family. When his parents died, he went to live with his Uncle, who was a wealthy slave and land owner. As a result, Jackson moved among wealthy people and property owners, who monopolized the prestige and political influence in the back country. So now he could see what the different lives between the rich and the poor, he became really popular by the common people and also was considered part of the political movement and he led what was know as the Jacksonian Democracy. He could see that the wealthy were huge land owners or industrialized families, and the poor families were small farmers. Jackson was the type who wanted the land to be all American. Dealing with the Native American policy, he forcibly removed southern tribes from lands guaranteed then by federal treaties and the United States Supreme Court decisions. Doing this gave him great power and led the United States to a bigger nation, but what does that say about the United States words. Because of them, the Indians could not trust them any more. Jackson was also against slavery. Even Modern historians observe that Jackson was a large slave owner and that his party was the enemy of free blacks and their rights. He was so against African Americans, they denied anti-slavery pamphlets in the United States Postal Service. I think the reason that he liked slavery so much was because that his Uncle was a large slave owner and he found that they are very useful and could help make money a whole lot faster and cheaper then regular labor. If Jackson was against slavery, I feel that the Slavery issue would have ended a lot faster then it did in the American History. Jackson did do a lot for the country and also made the common people feel like they have a place in today society. If it was just rich people running the country,

Vietnam Vs. America Essay -- essays research papers

The official country name of Vietnam is the Socialist Republic of Vietnam. The capital is Hanoi and the population of this country is 81,624,716 (July 2003). Ethnic groups include the Vietnamese (80-95%), Chinese, Hmong, Thai, Cham, and other mountainous groups. Languages used are Vietnamese (Official), English (second most favored), French, Chinese and Khmer. Some of the many religions practiced are Buddhist, Hoa Hao, Cao Dai, Christian (Roman Catholic, protestant) and Muslim. The life expectancy for a person living in Vietnam is approximately 67.58 years for the male and 72.7 for the females. Literacy is ages 15 and over can read and write. Government in Vietnam is a Communist State, and the right to vote is age 18. The currency is the Dong which is the basic unit. Countries bordering Vietnam include China, Laos, Thailand and Cambodia. The geography is based on low flat delta in the north and south, central highlands and hilly mountainous in the far north and northwest. The size of Vietnam is 127, 242 Square Miles. Independence was brought on September 2nd, 1945. Before independence was brought to Vietnam, France had occupied all of Vietnam by 1884. Independence was declared after World War 2, but the French continued to rule until 1954 until they were defeated by the Communist forces under Ho Chi MINH, who took control of the north. The US then tried help strengthen the Vietnamese until with drawing in 1973. Two years later, North Vietnam forces overran the south. The ...

Samsung Electronics Case Write-Up Essays -- Business Analysis SWOT

Samsung Electronics Case Write-Up 1. The Memory Industry (5 points). Conduct a five-forces analysis of the memory industry. You will need to rate each of the five forces in this industry as high, medium or low and then explain briefly why you selected this rating. A) Threat of New Entrants(Barriers to entry) (MEDIUM) Samsung, being a global company with net revenues of over $30 billion, had established an integrated supply chain with economies of scale and scope. New entrants were required to come in on a very large scale for effectively minimizing costs, which the Chinese companies succeeded in doing. Samsung had scale of economies in research and chip fabrication and was world leading memory producer for all types of PC’s, digital cameras and other electronic products. Samsung had demand side benefits of scale as it demanded superiority in product quality and efficiency and it was a well established and trusted brand name ($5.2 billion in 2004). High switching costs were associated with the industry as due to established production lines and multibillion dollar commitments, it would be extremely costly and time consuming for a company to divest into different technologies and design commitments. When IBM, Toshiba and NEC discovered problems with their â€Å"trenching† method of incorporating cells into tiny chips, they lost years of development time trying to switch to the â€Å"stacking† method. The cost of production facilities rose to $3 billion and hence created a higher barrier of entry for smaller level competitors. As most of the capital required in the semiconductor industry is used in Research and development, it is unrecoverable and enhances the eff... ...me the administrative barrier and enjoy the same benefits as a regular Chinese firm. They will also receive easier access to finance, tax incentives and other essential resources to help them reduce the Chinese competitive advantage. In doing so they must take precautions to ensure that their technology and intellectual property is not replicated as there are several flaws in the Chinese administrative system. They could also buyout an established local Chinese semiconductor firm that has some brand recognition in the market which could give them a local presence. Lastly, they could cede the lower end of the market to the Chinese firms and invest in higher value, cutting edge memory products that would be hard to replicate. All three options would be viable in different ways and could help Samsung overcome their primary threats.

Jesse Owens †A Legend Essay

The legendary Track and Field athlete, known to the world as Jesse Owens, was born James Cleveland Owens on September 12, 1913. It’s claimed that the nine-year-old’s accent made it difficult for his schoolteacher in Ohio to understand Owens when he gave his name as â€Å"JC. † Instead the teacher wrote his name down as â€Å"Jesse† (Gentry, 1990, p. 34). Jesse’s first brush with running was to be in the hills of Alabama, his home state. At the time though, Jesse was a sickly child given to frequent attacks of Pneumonia and other medical issues including the appearance of boils. His training for the track and field events only began when he entered Fairmont Junior High School where he was noticed by Charles Riley, an Irishman who was quick to take into account Jesse’s â€Å"potential† despite his lack of a strong physique. Riley, took the time to coach Jesse before school began each day so that Jesse would be free after school to do the part time jobs he’d taken up to contribute towards his family’s financial betterment. There’s nothing to show that Jesse’s typical workouts weren’t anything but pretty basic in terms of the equipment available and the routines followed in those early years. Practicing the various techniques of starting and running as well as long jump is what Jesse engaged in. Making the most of this humble start, Jesse soon began to draw attention to his abilities, having by this time, enrolled in East Technical High School. Owens then went on to join the Ohio State University where he continued to break records and draw attention though still failing to get a scholarship on account of his race. Owens greatest contribution to American history came in Berlin where the 1936 Summer Olympics were held. Jesse Owens went on to win four gold medals for his country – 100m sprint, 200m sprint, 4 x100m relay and long jump – in the face of strong prejudices exhibited by Adolf Hitler who was intent on showing off the superiority of the Aryan race to the world. Americans greeted him with great enthusiasm on his return, and cheered his accomplishments heartily (Corrigan, 1990, p. 18). Track and Field events gained popularity in the United States. However, Jesse himself was not to benefit from all these events.

Malaysian Speech Language Pathologists Practices Education Essay

1.0 IntroductionThe best indicant to find the local prevalence of kids with developmental disablement is from international surveies which have suggested that more than 10 % of all kids in the universe have developmental disablement ( Amar 2008 ) . Using this rate to local population under 15 old ages old with the figure of 9.2 million ( Department of Statistics Malaysia 2011 ) , approximative 920,000 kids with disablement would be found in Malaysia. Speech Language Pathologists ( SLPs ) play a important function in assisting the communicating development of individuals ( ASHA 2005 ) so that they are able to populate inclusively in society as stated in Persons with Disabilities Act 2008 ( Government of Malaysia 2008 ) . In the mid-1990, merely less than five Speech Language Diagnosticians who trained overseas were working locally in Malaysia which ensuing of amazing 1: 2.5 million Speech Language Pathologist to people ratio ( Ahmad 2010 ) . Finally, formal local Speech Language Pathologist preparation started in the late 1990 ( Sharma 2008 ) . Universiti Kebangsaan Malaysia ( UKM ) is the innovator to offer Bachelor of Speech Science with Honors while Universiti Sains Malaysia ( USM ) began offering their Speech Pathology plan in 2004-2005. By 2011, more than 175 Speech Language Pathologists had graduated from the universities ( Aishah 2012- unpublished ) and are functioning to the community in different scenes. Lian & A ; Abdullah ( 2001 ) found that the profession of Speech Language Pathologist is still in its babyhood phase in Malaysia. The profession still needs old ages to turn and maturate ( Kosta 2005 ) . Indeed, many Malayan Speech Language Diagnosticians have indicated that they face great challenges to keep good profession patterns. The challenges are unfavourable working environment, deficit of Speech Language Pathologists, high caseload, small chances for go oning instruction and other factors ( Ahmad 2010 ; Sharma 2008 ) . Despite many challenges that affect Malayan Speech Language Pathologists patterns when pull offing instances, the balance between pragmatism and professionalism should be achieved in order to supply equity and quality of service proviso ( Ahmad 2010 ; Taylor-Goh 2005 ) . American Speech-Language-Hearing Association ( ASHA ) and Centers for Disease Control and Prevention ( CDC ) define Developmental Disability ( DD ) as terrible chronic conditions that occur in an single due to physical and or mental damage. Examples of developmental disablement are rational disablement such as Down ‘s syndrome, neuromuscular upsets such as intellectual paralysis, sightlessness, hearing damage, larning disablements, epilepsy, and Autism Spectrum Disorder ( ASD ) ( Decoufle et al. 1994 ) . The oncoming of the conditions is before 22 old ages of age and will normally stay throughout the person ‘s life-time. Peoples with developmental disablement have restrictions and jobs in his or her major functional life activities such as acquisition, working, walking, speech production and other countries ( ASHA 2005 & A ; CDC 2011 ) . Paul ( 2001 ) described kids in the Developing Language Stage ( DLS ) as group of kids who are still at the period of larning to unite words into sentences and they have expressive vocabularies larger than 50 words. Developing Language Phase occurs between 2 and 5 old ages of age for typical developing kids. Another manner to depict Developing Language Stage is that it refers to linguistic communication degree in Brown ‘s Stage II-V. This indicated average lengths of vocalization ( MLU ) of more than two but less than five morphemes. The type of sentence produced by them are at the scope of additive simple sentences with outgrowth of grammatical morphemes, like â€Å" my cat ‘s feeding † to intensify sentences, like â€Å" I drink milk and daddy drink java † ( Shipley & A ; McAfee 2009 ) . Developing Language Phase is the most explosive phase of linguistic communication development for kindergartner to develop from telegraphic vocalizations to basic sentence constructions ( Paul 2001 ) . For kids with developmental disablement, they needs appropriate intercession to travel through this phase ( Paul 2001 ; International Centre for Allied Health Evidence 2007 ; Law et al. 2010 ) . Hence, this is an of import passage gate for them to either remain at the same phase or to turn and come in the Language for Learning Stage. Malayan Speech Language Pathologists play great function to ease the acquisition of this group of kids. This is because mean caseload seen by Malayan Speech Language Pathologists particularly those who are working general infirmary consists of paediatric instances ( Aishah 2012- unpublished ; Sharma 2008 ) . From all the paediatric instance, Speech Language Disorder ( SLD ) is the most prevailing type of communicating damage seen by Speech Language Patholo gists in general infirmary ( Aishah 2012- unpublished ) . Therefore, this survey will function as a mention for the professionals in address and linguistic communication pathology about the pattern by Malayan Speech Language Pathologists in pull offing kids with Developmental Disability in the Developing Language Stage. Opinions and recommendations by Malayan Speech Language Pathologists sing the bing issues will besides be collected to give more in-depth apprehension about the pattern by Malayan Speech Language Pathologists. Besides, this survey will supply feedbacks to the professional associations & A ; universities about the development of Malayan Speech Language Pathologists. Clinical pattern guidelines related to communicating upset in kids are good documented by professional association from western states because they provide relevant statements sing clinical direction that are based on the available current groundss including adept clinical sentiments ( Hargrove et al. 2008 & A ; Taylor-Goh 2005 ) . The guidelines besides assist Speech Language Pathologists in clinical determination devising procedure and to supply high criterions of minimal best patterns services ( Hargrove et al. 2008 ; SPA 2001 ; Taylor-Goh 2005 ) . Looking back to Malaysia, guideline constitution for the profession of speech linguistic communication pathology in the local context is still developing due to limited resources and work force. Based on the guidelines documented by American Speech-Language-Hearing Association and Royal College of Speech Language Therapists ( RCSLP ) , few common chief clinical procedures are highlighted and overly discussed to guarantee minimal best pa ttern to be practiced by the Speech Language Pathologists. The procedures are attack used in direction, appraisal, planning and intervention ( ASHA 2005 ; Gerber & A ; Prizant 2008 ; Taylor-Goh 2005 ) . Approach used in speech linguistic communication pathology direction could be delivered utilizing different attacks harmonizing to the state of affairs by either working independently or in close partnership with squad members ( SPA 2001 ) . However, coaction that involves household centered, squad working and culturally appropriate services is able to guarantee effectual direction to the kids with Developmental Disability in the Developing Language Stage ( ASHA 2005 ; Diane 2011 ; SPA 2001 ; Taylor-Goh 2005 ) . Family-centered is a set of interrelated beliefs, rules and values that practiced by the facilitators including Speech Language Pathologists to back up and beef up the kid ‘s household capacity to heighten and advance his development and acquisition ( Dunst 2002 ) . Through working in a multidisciplinary or interdisciplinary squad, Speech Language Diagnosticians do non provides services in isolation. Alternatively, this teaming establishes a joint intent and shared ends throughout the direction among the households, professionals and the kid ( ASHA 2005 ) . The cultural background of the households and the kid with Developmental Disability is really meaningful in service proviso particularly in Malaysia, a state which is good known by its multi-ethnicity, multi-cultures and multi-linguistics. Multicultural fluctuations that ever encountered by Speech Language Diagnosticians are values about acquisition, beliefs and perceptual experience about kid functions in the household, outlooks for child behaviour at different developmental degrees and household perceptual experiences and attitudes toward a â€Å" disablement † ( Diane & A ; Froma 2011 ) . Assessment involves roll uping relevant informations about the kid ‘s conditions to make a diagnosing while diagnosing entails placing and understanding the jobs or shortages of the kid ( Paul 2001 ) . Both assessment and diagnosing are ongoing procedures because the diagnosing of the kid could alter over clip as the turning and development of him or her are besides ongoing ( Haynes & A ; Pindzola 2004 ) . The chief grounds for appraisal are to get at a good apprehension of the kid ‘s job, to set up the baseline degree of operation, to ease ends be aftering for intercession and to mensurate the advancement of the kid in intervention ( Haynes & A ; Pindzola 2004 ; Paul 2001 ) . Appraisal with kids with Developmental Disability in the Developing Language Stage is encouraged to see all relevant modes across different contexts utilizing appropriate appraisal tools ( Paul 2001 ; Taylor-Goh 2005 ; Haynes & A ; Pindzola 2004 ) . In add-on, appraisal of developmental age or menta l age is normally used by Speech Language Pathologists during diagnosing to qualify the kid ‘s functional accomplishments. But, many Speech Language Pathologists excessively have been discouraged to trust entirely on the usage of developmental age appraisal during diagnosing because it could non reflect the high variableness among the kids ( DeVeney et al. 2012 ) . Based on the assessment findings, the planning of intercession plan specifies the ends and the procedure of intercession by sing the kid ‘s damage, demands and outlooks ( Paul 2001 ; SPA 2001 ; Taylor-Goh 2005 ) . The planning aims to place and develop meaningful and contributing acquisition environment for the kids with Developmental Disability in the Developing Language Stage in functional day-to-day activities ( ASHA 2005 ) . Hence, relevant and possible schemes, contexts, issues, result and timeline should be documented to ease the service provided by Speech Language Pathologists is coordinated, comprehensive and holistic ( Diane 2011 ; Paul 2001 ; SPA 2001 ; Taylor-Goh 2005 ) . Besides, Speech Language Diagnosticians are strongly encouraged to follow Evidence-Based Practice ( EBP ) to help clinical determination ( ASHA 2005 ; Brankenbury 2008 ; Diane 2011 ; Johnson 2006 ; SPA 2001 ; Taylor-Goh 2005 ) . Evidence-Based Practice ( EBP ) encourages the Speech Language Patholog ists to take consideration of ( a ) current high-quality scientific research ; ( B ) Speech Language Pathologists expertness and experience ; and ( degree Celsius ) household ‘s penchants, values, and involvements ( Diane 2011 ) . It is an of import portion of effectual and ethical directions as it guides Speech Language Pathologists to extinguish methods which appear no or minimal clinical effects ( Brankenbury 2008 ; Taylor-Goh 2005 ) . Besides, Evidence-Based Practice besides helps the profession of speech linguistic communication pathology to accomplish higher answerability and credibleness ( Johnson 2006 ) . Effective instruction techniques ( ASHA 2005 ; Dunst et Al. 2011 ; Law et al. 1999 ; Law 2003 ) are really of import to find the result of the intervention plan. There are three types ‘ of intercession methods that are didactic, realistic, and combination of didactic & A ; realistic attacks ( Dunst et al. 2011 ; Law et al. 1999 ; Law 2003 ) . The classification of different type of intercession methods is non purposes for Speech Language Pathologists to take merely one method and utilize it systematically. In fact, it prepares a repertory of methods available for Speech Language Pathologists to fit the acquisition of the kid with the specific ends that have targeted ( Paul 2001 ) . In this manner, the efficiency of the intervention for the kid with Developmental Disability in the Developing Language Stage is maximized. Introduction of appropriate stuffs or activities ( ASHA 2005 ) , single acquisition environment ( ASHA 2005 ; Dunst et Al. 2011 ) , assistive engineerings ( Sand ra & A ; Sahoby 2006 ) and Augmentative and Alternative Communication ( AAC ) systems ( Millar et Al. 2006 ; Rose et Al. 1999 ) are all portion of duties of Speech Language Pathologists in giving intervention to the kids with Developmental Disability in the Developing Language Stage. These constituents facilitate the acquisition and growth of the kid in a familiar nature environment which is filled with synergistic communicating and societal routines/activities. Besides, the debut besides promotes the kid to generalise the new accomplishments to new state of affairs that would go on in mundane contexts. Back to Malaysia, Joginder Singh et Al. ( 2011 ) reported that Malayan Speech Language Pathologists demonstrated best pattern in many countries but fail to make in some other countries when supplying services to pre-symbolic kids. Approach used in speech linguistic communication pathology direction which consist the coaction of household centred, squad direction and culturally appropriate services is found barely practiced ( Lim 2008-unpublish ) ; Diane 2011 ; Joginder Singh et Al. 2011 ; Othman 2010 ) . Furthermore, Lian & A ; Abdullah ( 2001 ) found that Malayan Speech Language Pathologists were likely to trust on informal appraisals because formal appraisals are limited in the local market. When measuring pre-symbolic kids, Malayan Speech Language Pathologists showed low trust of roll uping communicating sample and roll uping informations out of clinic ( Joginder Singh et Al. 2011 ) . Looking into intercession pattern, Malayan Speech Language Pathologists demonstrate different int ercession attacks and techniques across different scenes ( Lian & A ; Abdullah 2001 ) . In other custodies, Augmentative and Alternative Communication ( AAC ) systems and assistive engineerings are non famously introduced by Malayan Speech Language Pathologists to better the efficiency of the intervention plan ( Joginder Singh et Al. 2011 ) .2.0 RESEARCH QUESTIONSHow Malayan Speech Language Pathologists holistically manage kids with Developmental Disability in the Developing Language Stage? What are the bing issues faced by Malayan Speech Language Pathologists when pull offing kids with Developmental Disability in the Developing Language Stage? What are the recommendations for better pattern suggested by Malayan Speech Language Pathologists when pull offing kids with Developmental Disability in the Developing Language Stage?3.0 RESEARCH OBJECTIVE3.1 General ObjectiveTo analyze Malayan Speech Language Pathologists ‘ patterns in pull offing kids with Developmental Disability in the Developing Language Stage.3.2 Specific AimsTo find the specific clinical constituents practiced by Malayan Speech Language Pathologists in pull offing kids with Developmental Disability in the Developing Language Stage as are attacks used, assessment, planning and intervention. To find the bing issues faced by Malayan Speech Language Pathologists in pull offing kids with Developmental Disability in the Developing Language Stage. To depict the recommendations suggested by Malayan Speech Language Diagnosticians of better pattern in pull offing kids with Developmental Disability in the Developing Language Stage.4.0 METHODOLOGY4.1 Research DesignThis is a cross-sectional qualitative and quantitative survey via study.4.2 Sampling PopulationThe population of this survey covers all Malayan Speech Language Pathologists.4.3 Study SiteParticipants will be recruited from all 14 provinces in Malaysia.4.4 Sampling MethodPurposive sampling method is used for this survey. All participants who fulfill the inclusion standards ( Please refer to 4.6 ) will be recruited.4.5 Sampling FrameThe contact lists of Speech Language Pathologists who graduated from Universiti Kebangsaan Malaysia ( UKM ) and Universiti Sains Malaysia ( USM ) will be obtained in order to administer the study to all alumnas members. The study will be besides mailed or/and posted to all Speech Language Pathologists working with Ministry of Health and to all members listed in the directories of local professional organic structures ( i.e. Malayan Association of Speech-Language & A ; Hearing ( MASH ) and others ) .4.6 Sample Inclusion CriterionParticipants inclusion standards: Qualified Speech Language Pathologists and practising locally. However, Speech Language Pathologists who have non had experience in pull offing kids with Developmental Disability in the Developing Language Stage will be indicated in the study to return the study without farther responses ( Please refer Appendix A ) .4.7 Sample Size CalculationAishah ( 2012-unpublish ) reported that there are 175 SLPs registered in the UKM and USM alumni from local universities by the twelvemonth 2011. Besides Speech Language Pathologists who have obtained their makings locally, Speech Language Pathologists who graduated from overseas are besides included in the survey, with the status that they are presently practising locally. Hence, the population of Malayan Speech Language Pathologists is estimated to be between the scope of 175 to 250 Speech Language Pathologists. The mean of the scope of 210 Speech Language Pathologists will be used as N, in the undermentioned computation: I†¡A?NP ( 1-P ) = 3.84 ten ( 210 ) ( 0.5 ) ( 1-0.5 ) dA? ( N-1 ) + I†¡A?P ( 1-P ) 0.05A? ( 210-1 ) + 3.84 ( 0.5 ) ( 0.5 ) = 137 participants Happening of backdown and bead out of 10 % is farther considered in the sample size computation. Entire topics = nn__ 1-0.1 = _137_ 0.9 = 152 participantssubjects Therefore, a sum of 152 topics participants will be recruited in this survey.6.54.8 Data CollectionThe study utilized for this survey is adapted from several surveies that focus on happening similar results on SLP patterns ( Joginder Singh et Al. 2011 ; Mustaffa Kamal et Al. 2012 ; Othman 2010 ; Stuck 2012 ) . The study is constructed utilizing English because the participants involved in this survey are qualified Malayan Speech Language Pathologists who have English proficiency. The study contains the undermentioned subdivisions: Part A: Demographic Data Part B: Specific Clinical Components 7 parts that are Demographic informations, Approaches used, Assessment, Planning, Treatment, Opinions sing bing issue and Recommendations of better pattern. Close-ended inquiries utilizing 5 points LikertLikert grading and multiple picks are included in the study. Besides, and open-eopen-ended inquiries are besides included. nded inquiries are included. ( Please refer to Appendix A ) . Survey and information sheet will be distributed to the Speech Language Pathologists SLPs via electronic mail and/or gpost. QuestionPro ‘s online study package will be used to administer the study via electronic mail. Meanwhile, Ffor Speech Language Pathologists SLPs who will have the study and information sheet via postmailing, a reply-paid envelope is included for them to return the study. SLPs will be informed that the returning of completed questionnaire study indicate consent to take part in this survey. A follow-up reminder electronic mail or phone call will be sent to Speech Language Pathologists SLP ten 10 yearss after the initial distribution. A 2nd reminder electronic mail or phone call will be sent 2 hebdomads subsequently.64..96 Validity and Reliability of SurveyThe study will be piloted on 10 participants. Concept, content and face cogency will be determined by modifying the points consequently ( following the pilot survey ) through feedback from the participants. To find how closely related the set of points are grouped in the study, internal dependability of the study constituents will be assessedachieved by ciphering Cronbach ‘s Alpha Coefficientusing Cronbach ‘s alpha. This will demo how closely related the set of points are as a group in the study.6.74.10 Statistical TrialThe quantitative informations obtained from closed-ended inquiries in the study will be analyzed utilizing descriptive statistics. From the study, 11 out of 20 closed-ended inquiries are far ther divided into sub-items. Hence, factor analysis via chief component analysis ( PCA ) is used as a information decrease technique. Items in the study that measured the same implicit in concept will be grouped together. Analysis method used by Mathers-Schmidt & A ; Kurlinski ( 2003 ) will be adopted in this survey. Descriptive statistics ( per centums ) of the grouped-items is calculated to look into the grade of which specific clinical constituents are used. First, to find which specific clinical constituents of Speech Language PathologistsSLPs ‘ pattern are most normally used, the per centum of responses for each reply option ( ne'er, seldom, sometime, normally, or ever ) will be calculated. Percentages of response for option â€Å" normally † and â€Å" ever † are combined. The specific clinical constituents are so categorized into 3 groups: ( 1 ) constituents usually/always used by 90 % or more of the topics ; ( 2 ) constituents usually/always used by 50-90 % of the topics ; and ( 3 ) constituents usually/always used by less than 50 % of the topics. Second, consistence of the specific clinical constituents practiced by the topics will be determined. The information will be categorized as follows: ( 1 ) extremely consistent-75 % of topics indicated the same frequence of usage ; ( 2 ) reasonably consistent-50-75 % topics indicated the same frequence of usage ; ( 3 ) and inconsistent-less than 50 % of topics indicated the same frequence of usage for a peculiar clinical constituent.6.84.11 Research Procedure6.94.12 Gantt ChartYear/Month Undertaking Activities 2012 2013 July Aug Sept Oct Nov Dec Jan Feb Mac Apr May Literature Review Ten Ten Ten Ten Ten Ten Ten Ten Ten Ten Proposal Presentation Ten SurveyDevelopment Ten Ten Ten Application for Ethical motives Ten Ten Pilot Study Ten Ten Data Collection Ten Ten Ten Ten Datas Analysis Ten Ten Ten Ten Report Writing Ten Ten Ten Ten Ten Ten Ten Concluding Presentation Ten6.104.13 Information Sheet and Consent FormThe information sheet that will administer to the topics is attached in Appendix B. Meanwhile, the topics will be informed that the returning of completed questionnaire indicate their consent to take part in this survey.