Alice Paul and the Womens Suffrage Movement - Free Essay Example

Sample details Pages: 6 Words: 1888 Downloads: 7 Date added: 2019/08/12 Category Law Essay Level High school Tags: Women's Suffrage Essay Did you like this example? Alice Paul was born on January 11, 1885 in Mount Laurel, New Jersey. She had died at the age of 92 on July 9, 1977. Her parents are William Mickle Paul I and Tacie Parry. Don’t waste time! Our writers will create an original "Alice Paul and the Womens Suffrage Movement" essay for you Create order She was the eldest of four siblings, Helen, Parry and William Paul raised into a wealthy Quaker family. Her Quaker roots were an underlying cause in her belief of equality between male and female. Her occupation is a suffragist.(a person advocating the extension of suffrage, especially to women.)Not many women have done a suffrage movement quite like that of Alice Paul. Alice and her siblings were raised with the principle that every individual carried equal weight. As well as her parents advocation of education for women, gender equality, and general reformation for society. Later, Alices father passed away while she was at the age of sixteen. The money he left to his family helped contribute to her schooling in a nearby Moorestown. She attended and graduated Swarthmore College founded by her grandfather with a degree in biology in 1905. Nextly, Alice studied at New York School of Philanthropy, presently Columbia University, graduating with a master arts degree in sociology in 1907. Following her graduation she took to study abroad in England. Once returning home, Alice earned her PHD at the University of Pennsylvania in 1910. However her schooling may be impressive, while Alice Paul studied abroad in England from 1906 to 1909 did she start in the womens suffrage movement begin. Paul became deeply involved in the British womens suffrage movement. She became a frequent member of marches and rallies, as well becoming involved with the Womens Social and Political Union or for shorter terms, the WSPU. Thus, began Alice Pauls fascination and beginning to a long-running dedication to the womens suffrage movement. She began humbly, selling suffragist magazines on street corners. However, was faced with heavy opposition to her cause. This along with teachings of many female influencers, began Pauls perspective on the movement of her cause. Asking politely for basic human rights was not only a crime of indecency, but would be a fruitless effort nonetheless. A critical event in Alices timeline was meeting Lucy Barns, a fellow womens suffragist from America as well. Lucy Barns would later become an influential figure in the movement, alongside Alice Paul to plan peaceful rallies in the name of the WSPU. In effect, Alice Paul and Lucy Barnes became rising members in the organization with the advantage of a fighting spirit, wits, and extreme dedication to the cause. On the way, other names emerged. Such as mother and daughter pairing Christabel and Emmeline Pankhurst. Often this duo used violent means to achieve their point in the womens suffrage movement, who led in many militant suffrage movements. Later in the future of the movement, Emmeline and Christabel planned to spread the movement in the direction of Scotland with Lucy and Alice to accompany them. The next event planned by the Womens Social and Political Union was to protest a speech given by the current Minister of Foreign Affairs, Sir Edward Grey, an influential figure in the battle to win womens right to vote. Sir Edward Greys campaign consisted of his plans to propose to legislation. Alice Paul disrupted his speech, speaking with her concerns for equality and legislation for women. Alice Pauls outbreak marked the first of numerous arrests in her career. Alice was imprisoned due to her disruption of the Ministers speech, however she took comfort in both the fact that she now had the vote of sympathy on her side as well as solace in the knowledge her movement was taking impact to the general populace. After her release, Paul stood above to address the people and was regarded as a symbol for women. She was force to return to the streets and was arrested once more, again winning the vote from the people. Pauls first two arrests were only stepping stones to even more elaborate and crafty efforts to raise more and more attention to womens suffrage. Alice Paul and fellow suffragist, Amelia Brown, planned a WSPU response to the mayors banquet on November 9, 1909. The pair, disguised as domestic staff, entered the building and took their stand, smashing glass and crying their decrees. Again, Alice Paul was arrested with her Amelia Brown. The women waived their rights to pay the release fine and remained under intensive labor for one month for the damages incurred on the house. In total, Alice Paul was arrested seven, but only imprisoned three afterwards. Even if locked away, Pauls extreme determination was not marred. She proceeded with her efforts in hunger striking. Paul had gathered quite the reputation of a civil anarchist and quite the disobedient citizen. However, hunger-striking, undergone by suffragists, was often met with force-feeding and tactics of the such. Blooming from this mistreatment, was additional coverage from the press and again, sympathy and attention from citizens. A severe negative brought forth from consecutive hunger strikes was Alice Pauls contraction of gastritis, an inflammation in the lining of the stomach. This left a permanent effect on Alice Pauls extended health. With all her ordeals, struggles, and many arrests in London, Alice Paul was finally set to return home to the United States with her friend Lucy Barns, and expand their movement to the States. However, as she returned to her home after three years in Britain, she was armoured with newly-learned tactics from WSPU and its members. One commonly used practice was the organized gathering of masses to a political event. As Lucy Barns and Alice Paul left behind the Womens Social and Political Union in England they adopted the NAWSA or the National American Womens Suffrage Association once they moved to Washington. As Paul was obviously dedicated to her cause, almost to the near point her very soul was bound to her movement, however there were stirs within party itself. Alice often clashed opinions with the head of NAWSA, Carrie Chapman Catt. Catt and Paul often disagreed on methods to attain suffrage. As previously stated, Alice Paul often took to a more visible and tangible approach to make her voice heard. Even though, she has disagreed with here and there, her riveting experiences in England spread well. Again, Alice Paul and Lucy Burns were seen as a laughing stock by NAWSA due to her differing methodology and was eventually ex-communicated. Before so, Alice Paul made efforts to contribute to a bigger project, the Womens Suffrage Procession of 1913, just a day before hand of the inauguration of president Woodrow Wilson. Alice and the collective eight-thousand women like her drew together to influence the soon-to be presidents speech. There was significant opposition to the specific route the protest would be taken, but Alices first choice of route was followed. Sadly, this wasnt the first of complications to come. Police protection for protestors was lacking severely. Like many aspects of Alice Pauls life she found a silver lining to one of many grey clouds. As she was removed from the NAWSA. In a time when women were limited to the house and excluded from the outside world, Alice Paul and a group of women like her stood together in the name of sisterhood and womens right to vote. Alice Paul was outstanding. She fought through a long and tedious struggle of the womens suffrage movement and the blood, sweat, and tears poured into making it. Her influence is still alive and well into today. As voters line up to their respective ballots, women in particular, owe special homage to Alice Paul. To truly understand the triumph and tragedy of Alice Paul, one must go deeper into the earlier aspects of her life that lead and influence the political movement that opened the door to nineteenth amendment that equalized the voting ballots to all American constituents, regardless of sex. Alice Paul has not only changed the lives of Women in her time but in mine to today. To this day women can vote and women are created equal to men. It is because of women like her that I will be able to vote next year. You have to be very brave to stand up for whats right instead of not doing anything for whats wrong. She had loads of people against her. All different types of people against her. I bet at time she felt a little intimidated by the people with the opposite opinion. She helped with the making the nineteenth amendment which prohibits sex discrimination. The 19th amendment is a great number one source! It made history, and changed the United states! It gave women a voice. It gave us a place. It ended protest. There were so many protest during this time and this helped stop them. Both senate and congress had to pass the vote. It made women more politically active. Women were working more on receiving better education have fewer children. She fought so hard with other women. With all the protest like the ones outside the white house protesting for a sentence in the constitution so that the right vote should not be denied by the US or state whether male or female. Womens suffrage poster of 1915 is also a number one source! The poster declares that if a women is responsible for taking care of her family, then she you have the right in politics to protect them. It say that the women is responsible for the cleanlyness of their home, wholeness of the food, the health of her children, and above all, is responsible for their morals, for their sense of truth, of honesty and decency, for what they turn out to be. Since women play such a big role they should at least have the right to vote. On the poster is says THE CITY can do itthe CITY GOVERNMENT that is elected BY THE PEOPLE, to take care of the interest of THE PEOPLE. and I just think that this is a very important point because it is saying if the people come together to vote and make an impact the city that they can make a difference for the interest of the people, which is the way it should be except every gender is allow to vote and that is what Alice Paul and other suffragist stood for. They talk about how women do not elect things men do. Therefore the women arent responsible for the unclean houses, and unhealthy children, men are! Men are responsible for the conditions at which the children live, but they hold the women responsible for the results of those conditions. Alice paul was amazingly brave women! She had to go through so much hatred by challenging people every day until august 18, 1920. I could have only imagine how challenging the suffragist life was back when women werent created equal. I also wonder how great it would have felt to have taken part of this movement and created history. With the topic triumph and tragedy I think this topic fits very well because she had gone through some and times before women were equal and after she had a bunch of success. I mean not everyone gets to add something to the constitution. Its a big deal. As a women now I appreciate women like her because we could be still not equal if she hadnt stuck up for women.

Muslim Immigrants And The United States - 871 Words

Muslim immigrants have arrived to the United States of America from every nuke and corner of the sphere. The population is diverse in their own ways but each one of them bears similar reasons: Some desire to escape an old way of life, others to find a new one. Some wanted to escape violence, others the fetters of penury, or simple lack of opportunity. They have arrived with fervent hope, and often nothing more. The initial response received by them was largely varied. These new Americans found a vast new land hungry for their labor. But some, unfamiliar with these newcomers’ customs and religions, treated the new Americans as outsiders and believed they could never be real Americans. And with the events like the Gulf War and the World Trade Center bombing outpoured anti-Islamic sentiments in the 1990s. These sentiments intensified with the heinous and abominable attacks of September 11th. Muslims were being labeled as â€Å"extremists†, â€Å"jihadists†, â€Å" fanatics†, â€Å"fundamentalists† etc. They were being feared, discriminated and even harassed. One of the most widely discussed issues in the U.S. Muslim community is the negative image of Islam in the American media, an issue that was cause for concern even before 9/11. While appeals to the media for accuracy and fairness continue, newspaper headlines regularly print the words â€Å"Islam† and â€Å"Muslim† next to words like â€Å"fanatic,† â€Å"fundamentalist,† â€Å"militant,† â€Å"terrorist† and â€Å"violence.† Uses of the term â€Å"jihad† in television programsShow MoreRelatedThe â€Å"Price Of Memory†, Directed By Karen Mafundikwa, Is1431 Words   |  6 PagesMafundikwa discusses growing up on the island of Jamaica. She describes the significant landmarks that exist upon the island, such as Hanover workhouse and jail, slave walls and massive stately homes built off the backs of slaves. 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Csr Toyota Free Essays

Assignment 1 / Essay Assignment question: It is sometime suggested that CSR activities are increasing strategic in that it affects that core business of the firm and its growth, profitability and survival? Drawing on an example of a corporation/company (National/ International), discuss this in the context of business strategies, in particular on the issues of competitive advantage and firm performance. Introduction In this essay, we will discuss why organizations began CSR and how it is or can be or why should it be implemented. CSR usually get started off either as an integral part of the business strategy or corporate identity, or it can be used as a defensive policy, with the latter being used more often by companies targeted by activists. We will write a custom essay sample on Csr Toyota or any similar topic only for you Order Now Rationale for CSR implementation is based on either a moral, a rational, or an economic argument (Werther Chandler, 2006). Campbell (2007) which is a representative of a group of studies that create testable propositions related to the conditions under which organizations will move toward CSR. Studies show that corporations’ level of social responsibility as being influenced by factors such as financial conditions of the firm, health of the economy, and well-enforced state regulations. Reason why companies take on CSR is also being discussed in the literature in terms of the specific initiatives under which CSR may fall. Ways of describing these rationales varies, from the more skeptical view of cause-related marketing to a more generous attribution of genuine socially responsible business practices (Kotler Lee, 2005). To ascertain how CSR is implemented in organizations, some researchers uses a developmental framework to show change in awareness, strategy, and action over time, and posits stages of CSR from elementary to transforming (e. g. , Mirvis Googins, 2006). Jackson and Nelson (2004) take more of a how-to approach, offering a principle-based framework for mastering what they call the â€Å"new rules of the game. † Examples of principles include harnessing innovation for the public good, putting people at the center, and spreading economic opportunity where in this essay will discuss on how Toyota Motor Corporation applies this. CSR of Toyota Motor Corporation Many companies have established their corporate identities using branding through CSR, which has eventually becoming a focal point of their success and competitive advantage (Werther Chandler, 2006). Toyota Motor Corporation recognizes corporate social responsibilities and emphasis on safety, the environment and education to offer to people the tools needed to make a difference to help and protect the environment. The company operates under the guidance of a global earth charter that promotes environmental responsibility throughout the organization worldwide. Toyota becomes the leader in leading the industry to lower emissions and improving fuel economy vehicles. Not only did Toyota create the world’s first mass-production gas/electric hybrid car, they are also working ahead in the development of future fuel cell vehicles. (Toyota. com 2011) Toyota Motor Corporation’s commitment to preserving the environment doesn’t stop at just their vehicles. Two of their manufacturing plants have been designated as zero landfill producing operations. Green† complex in California has one of the largest commercial solar panel systems in North America which conserves more than 11 Million gallons of drinking water annually through special pipelines that supply recycled water for cooling and landscaping. (Toyota. com 2011) In addition, contributing to their dedication in environmental preservation, Toyota has also developed strong partnerships with organizations such as The National Arbor Day Foundation and The National Environmen tal Education ; Training Foundation. The corporation partners with organizations, schools, universities and other businesses to support programs that help make the world a better place. Toyota Motor Corporation has a variety of national programs like Toyota Driving Expectations Safety Program, Toyota Youth For Understanding Summer Exchange Scholarship Program, Toyota International Teacher Program, National Center for Family Literacy, Toyota Community Scholars, United States Hispanic Chamber of Commerce Internship Program and others. Strategic Models of CSR Strategic planning as opposed to operational planning concerns the general long-term planning of a Toyota Corporation with the aim to gain economic advantages in the competitive market place. Operational planning in contrast incorporates concrete short- or medium-term activities in line with the strategic goals of the company (Wohe 1993: 141). A strategic plan usually consists of an analysis of the firm and its environment, the development of strategic goals and alternative strategies, the assessment, evaluation and selection of strategic alternatives, and the implementation, evaluation and control of the strategies (Grant 2005, Hopfenbeck 1997: 40) in which Toyota Corporation did when they came up with their CSR It has been demonstrated by Porter and Kramer that a strategic approach to CSR can incorporate competitive advantages for Toyota Corporation but even more importantly, it allows for an integrated and effective implementation of CS. Following this argumentation, an inclusive strategic model of CSR was developed combining central ideas of CSR theory with the classical model of strategic planning using narrow view and boarder view. Narrow view On the contrary, supporters of narrow view in CSR claim that Toyota corporations have just one objective- make money. They believe that caring for the environmental, society and other problems are the responsibilities of government and non-profit making organizations sponsored by governments. A bright supporter of the narrow view is as mention in Milton Friedman theory that those who claims that diverting corporations from the chase of profit makes our economic system less effective. Friedman states: â€Å"The stockholders or the customers or the employees could separately spend their own money on the particular action if they wished to do so. The executive is exercising a distinct â€Å"social responsibility,† rather than serving as an agent of the stockholders or the customers or the employees, only if he spends the money in a different way than they would have spent it† ( M. Friedman 1970). Another defender of narrow view in corporate social responsibility is famous economist Adam Smith, whose â€Å"invisible hand† argument states that if every member of society in a free market economy strives to promote his own economic interests they are led to promote the general good. This may be a good argument in other eras of economics, but using this argument to justify for support of the narrow view will reasonably arise criticisms. The hand-of-government argument of the narrow view states that businesses should have no social role other than making oney. According to inept-custodian argument business executives lack    moral and social expertise, and can only make economic decisions. To ask executives to take charge of non-economic responsibilities is equal to putting social welfare in the hands of inept custodians. Broader view Supporter of broader view believe that Toyota Corporation have other obligations apart from pursuing profit because of their great social and economic power, Toyota corporations must carry social responsibility towards society and wider community. Businesses cannot make decisions which are made solely with economic point of view, because Toyota Corporation are interrelated with the whole social system. Business activities have deep implications for society. As a result, society expects Toyota Corporation to pursue other responsibilities as well. A social contract between society and business represents a unstated understanding within society about the proper goals and responsibilities of business. This social contract is an on-going process of negotiation and change. Conclusion This is the basic reason why the doctrine of â€Å"social responsibility† involves the acceptance of the socialist view that political mechanisms, not market mechanisms, are the appropriate way to determine the allocation of scarce resources to alternative uses. The New York Times Magazine (1970) To illustrate, it may well be in the long run interest for Toyota Corporation that is a major employer in a small community to devote resources to providing amenities to that community or to improving its government. That may make it easier to attract desirable employees, it may reduce the wage bill or lessen losses from pilferage and sabotage or have other worthwhile effects. Or it may be that, given the laws about the deductibility of corporate charitable contributions, the stockholders can contribute more to charities they favor by having the corporation make the gift than by doing it themselves, since they can in that way contribute an amount that would otherwise have been paid as corporate taxes. The New York Times Magazine (1970) There are many different views regarding corporate social responsibility. Some people defend â€Å"broader view† saying that corporations should contribute back to society from their profits they make by selling their products and services to the members of that society. Others defend â€Å"narrow view† justifying they stand by claiming that executives are not moral agents and it would be a mistake to include to the scope of their responsibilities to care about nature, wider community and society in general. My personal view is that profit maximization should not be the only objective of any business corporations. Every company uses resources to manufacture its products or bring its services. These resources include land, human resources, and other resources from nature including gas, water, oil, etc. The fees the companies pay for these resources when obtaining them are insignificant if one compares them with the huge amount of profits companies make when manufacturing products using these resources. Corporations must, therefore, contribute part of their earnings to society and environment as a way of paying back, even if they have paid when obtaining resources. Thus, I agree to â€Å"broader view† in Corporate Social Responsibility and Toyota Motor Corporation is justly and generously contributing to environment and the society and considered a model corporation fulfilling its corporate responsibilities. Referencing Alessia D’Amato, 2009. Corporate Social Responsibility and Sustainable Business: A Guide to Leadership Tasks and Functions. Edition. Center for Creative Leadership. Campbell, J. L. (2007). Why would corporations behave in socially responsible ways? An institutional theory of corporate social responsibility. Academy of Management Review, 32, 946–967. Grant, Robert M. (2005): Contemporary Strategic Analysis, 5. ed. Malden, Oxford, Carlton Hopfenbeck, Waldemar (1997): Allgemeine Betriebswirtschafts- und Managementlehre: Das Unternehmen im Spannungsfeld z Jackson, I. A. , Nelson, J. (2004). Profits with principles: Seven strategies for delivering value with values. New York: Doubleday. Kotler, P. , Lee, N. (2005). Corporate social responsibility: Doing the most good for your company and your cause. Hoboken, NJ: John Wiley Sons. Mirvis, P. , Googins, B. K. (2006). Stages of corporate citizenship: A developmental framework [Monograph]. Chestnut Hill, MA: The Boston College Center for Corporate Citizenship. The New York Times Magazine, September 13, 1970. Copyright @ 1970 by The New York Times Company. Werther, W. B. , Jr. , Chandler, D. A. (2006). Strategic corporate social responsibility. New York: Sage Publications. How to cite Csr Toyota, Papers

Love And Revenge In Wuthering Heights Essay free essay sample

, Research Paper In the novel, Whuthering Heights, Emily Bronte has created one of the most controversial novel in the nineteenth century. Bronte has written a novel that contains many positions of complex thoughts. Revenge and love retaliation are illustrations of such. The chief subject of retaliation is protared through the character of Heathcliff. Heathcliff is besides portion of the subject of love accompanied by that of Cathy. The other half of the love subject is shown throught the actions of Hearton and Catherine. The intertwineing of the thoughts of retaliation and love prove to give Heathcliff a distored vision of love and Cathy a demand for such a love that merely Heathcliff can give to her. Where as Catherine and Hearton, the 2nd coevals, learn from the experiences of the earlier coevals that lived at Wuthering Heights. The first memories Heathcliff has of life at Wuthering Heights is that of being unequal. We will write a custom essay sample on Love And Revenge In Wuthering Heights Essay or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Hindley showed no other act to him but inhuman treatment. Hindley? s ferociousness, dictatorship, and homicidal force far outdo anything of which Heathcliff can be cused on the grounds ( Langman 143 ) . The subject of retaliation grows from the intervention Heathcliff recieves from is Hindley. His premier motive is love, or to be more precise the deficiency of love. He decides to oppress Heathcliff, because he feels this later has usurped his place in his male parent? s love. He refuses to let the minister of religion to go on Heathcliff? s instruction and forces the still really immature male child to work as a farm-hand. Here is one of the first exaples of thought of retaliation when Heathcliff says: # 8220 ; I don? T care how long I wait, if I can merely doe it, at last ( Bronte 47 ) . ? Heathcliff? s force and inhuman treatment are by contrast are non random and irresponsible, they are a willed. He has certain goals- power, money, a victory over the fortunes and agents of his former humiliation- and he uses force and fraudulence to make them ( Langman 143 ) . The event that was important in driving off Heatchcliff was Cathy? s determination to get married Linton, in which she says: ? I? ve no more concern to get married Edgar Linton than I have to be in Heaven ; and if the wicked adult male in at that place had non brought Heathcliff so low, I shouldn? Ts have thought of it. It would degrade me to get married Heatchcliff now ( Bronte 63 ) ; ? While witnessing this address he become indignant and runs off from Wuthering Highs. While off, Heathcliff transforms himself into a gentleman, in hopes of acquiring back Catherine. Upon returning to Wuthering highs, he discovers that Catherine has married Edgar, the program of retaliation grows from that thought of the loss of Cathy. The first portion of the program involves acquiring back at Edgar, the adult male who singularly took away his felicity, and so to perpetrate self-destruction. The minute Cathernine? s fervent welcome proves she still loves him, nevertheless, he abandons this program and adopts another # 8211 ; that of taking up abode once more at Wuthering Highs in order to be one time more in her locality ( Hagan 146 ) . The concluding behind this is to seek one time more to derive back the love of Catherine. The 3rd portion of the program trade with the the hopes of going maestro of the Heights and the Grange. This is done to take retaliation against all of the Earn shaws and the Lintons jointly. This concluding act of retaliation is the matrimony of Cathy and his boy Linton: ? Mr. Heathcliff, you have nobody to love you: and, nevertheless suffering you make us, we still hold the retaliation of believing that your inhuman treatment arises from your greater wretchedness! ( Bronte 218 ) ? This brotherhood completed the journey of retaliation for Heathcliff. With that brotherhood Heathcliff g ains control of Thrushcroft Grange. This great passion in the demand for retaliation an administering Acts of the Apostless of inhuman treatment help the reader to in understanding his footing of emotions. This explains the misunderstood definition of love he understands. Which I will now discourse is love between Heathcliff and Cathy. Love is expressed in two entiresly different thoughts. The first type of love is that sort that occures between Heathcliff and Cathy, which a sort of love definded by that of demand. The secondly type is that of Hareton and Catherine, this type of love is more of a true type of love. Barbara Prentis, writer of The Brote Sister and George Eliot, thinks that the thoughts of love expressed by the characters are in fact, reflected non by Brontes ain life because? this miss seeked no comfort in Earth, no hubby, no lover, no close company, could compose of these things in poesy and her novel with such unity and strong belief? ( 99 ) . The first type of love is referred to by other writers as fabulous, cold, a love of agony, and that of a tragic love. The first illustration of this oneness type of droping for love occurs when Cathy says: ? Whatever our psyches are made of, his and mine are the same ( Bronte 62 ) . ? This lead manner to one of the most influential addresss made by Cathy about her feelings toward Heathcliff. In which she states: ? If all else perished, and he remained, and he were annihilated, the existence would turn to a mighty alien: I should non look a portion of it. My love for Linton is like the leaf in the forests: clip will alteration it, I? m good cognizant, as winter changes the trees. My love for Heathcliff resembles the ageless stones beneath: a beginning of small seeable delectation, but necessary. Nelly, I am Heathcliff. He? s ever, ever in my head: non as a pleasance, any more than I am ever pleasance to myself, but as my ain being. So don? t talk of our separation once more: it is infeasible # 8230 ; . ( Bronte 63-64 ) . ? ? This declaration of Cathy? s feelings is an enterprise non so much to convey the strength as to specify the nature of her love, and so to win a acknowledgment from Nell ( and, in a sense, from the reader ) of it value ( Langman 141 ) . ? In which she has defined her feeling toward Heathcliff and Linton in depicting the different footing of her feelings. She explains she must love him, that it is portion of her nature. ? Through her feeling toward Heathcliff, Catherine discovers her ain individuality, her topographic point in the universe # 8211 ; as he does through her ( Langman 141 ) . ? These thoughts she expresses explain to us the felling of the deepest sort of passion she knows and that it is portion of her being. This is a love which longs for a psyche integrity with the beloved. Another illustration of this love occurs in the last meeting between Heathcliff and Cathy. In which she continues to experience the actal love that Heathcliff encompasses for her. Cathy says: ? # 8230 ; and should a word of mine hurt you hearafter, think I feel the same hurt resistance, and for my ain interest, forgive me! # 8230 ; Nay, if you nurse you anger, that will be worse to retrieve that my rough words! # 8230 ; ..Oh you see, Nelly! He would non yield a minute to maintain me out of the grave! That is how I am loved ( Brote 123-124 ) ! ? She is squealing that she is traveling to decease. She is besides teasing with the image of himself sing her grave with is married woman and kids. She inquiries that who will of all time love now that she is gone.

Literature Review

Free Essays on Woodrow Wilson

Woodrow Wilson The 28th President of The United States of America (1912-1920) "As some of the injuries done us have become intolerable we have still been clear that we wished nothing for ourselves that we were not ready to demand for all mankind-fair dealing, justice, the freedom to live and to be at ease against organized wrong." Woodrow Wilson Woodrow Wilson was born in Staunton, Virginia on December 28, 1856. He was the first son of Joseph Ruggles Wilson, a Presbyterian minister, and Jessie Janet Woodrow. During this time period Abraham Lincoln had just been elected president and the Civil War was to begin. In 1859 the family moved because Mr. Wilson had been named pastor of a church in Augusta, Georgia. The Civil War was difficult because the elder Wilson was an ardent Confederate sympathizer, and young Wilson witnessed, firsthand, the ruthless behavior of General William T. Sherman and his federal troops who invaded Georgia and South Carolina. He remained an ardent Southerner throughout his lifetime. After the war, the Wilson’s moved to Columbia, South Carolina where Mr. Wilson became a professor at the Columbia Theological Seminary during the Reconstruction time period. Woodrow was educated at home and at private schools in Augusta, Georgia and Columbia, South Carolina. In 1873 they moved again, to Wilmington, North Carolina where Wilson attended Davidson College, a small Presbyterian school where his father was a trustee. He enrolled at the College of New Jersey (now Princeton University), where he pursued his interest in English literature and politics the following year. He studied classic speakers and the techniques of public speech and was a leader among the school debaters. From 1879-1883 Wilson went back to school and studied both law and history. He received his degree in law from the University of Virginia and went into business with a fellow by the name of Edward I. Renick. When it b... Free Essays on Woodrow Wilson Free Essays on Woodrow Wilson Woodrow Wilson The 28th President of The United States of America (1912-1920) "As some of the injuries done us have become intolerable we have still been clear that we wished nothing for ourselves that we were not ready to demand for all mankind-fair dealing, justice, the freedom to live and to be at ease against organized wrong." Woodrow Wilson Woodrow Wilson was born in Staunton, Virginia on December 28, 1856. He was the first son of Joseph Ruggles Wilson, a Presbyterian minister, and Jessie Janet Woodrow. During this time period Abraham Lincoln had just been elected president and the Civil War was to begin. In 1859 the family moved because Mr. Wilson had been named pastor of a church in Augusta, Georgia. The Civil War was difficult because the elder Wilson was an ardent Confederate sympathizer, and young Wilson witnessed, firsthand, the ruthless behavior of General William T. Sherman and his federal troops who invaded Georgia and South Carolina. He remained an ardent Southerner throughout his lifetime. After the war, the Wilson’s moved to Columbia, South Carolina where Mr. Wilson became a professor at the Columbia Theological Seminary during the Reconstruction time period. Woodrow was educated at home and at private schools in Augusta, Georgia and Columbia, South Carolina. In 1873 they moved again, to Wilmington, North Carolina where Wilson attended Davidson College, a small Presbyterian school where his father was a trustee. He enrolled at the College of New Jersey (now Princeton University), where he pursued his interest in English literature and politics the following year. He studied classic speakers and the techniques of public speech and was a leader among the school debaters. From 1879-1883 Wilson went back to school and studied both law and history. He received his degree in law from the University of Virginia and went into business with a fellow by the name of Edward I. Renick. When it b... Free Essays on Woodrow Wilson Woodrow Wilson graduated from Princeton in 1879 he studied law at Univ of Virginia. After receiving his Ph.D. degree he taught history, at Bryn Mawr and Wesleyan Univ. His attempt to change the social by eliminating the best eating clubs for upperclassmen and introducing the quad system, where the students from all classes would live and eat together. He wasn’t successful. It brought great trouble. Wilson’s bad record brought him to the forefront of national politics. After he got out of the school he went for the president elation because he wanted to be knowen. He was running against Champ Clark. Champ Clark was the leading person for the president at the Democratic meeting in 1912. He could not get the necessary 2/3 of the votes. After he had exhausted his strength Wilson won on the 46th ballot. Wilson got 435 electoral votes Wilson revived the custom in 1801 of addressing Congress in person and immediately called for a series of reforms, which he had called the New Freedom in his presidential campaign. The La Follette Seamen’s Act, regulating labor conditions aboard ship, became law 1915 the Adamson Act, establishing an eight-hour day for railroad employees, was enacted 1916 and the Federal Farm Loan Act, providing for loans to cooperative farm associations, was passed (1916 The Seventeenth Amendment, providing for the direct popular election of U.S. Senators, the Eighteenth Amendment, which instituted and the Nineteenth Amendment, by which women received the vote, were all launched while Wilson was President. The outbreak of World War I in Europe outdoes all other problems. Secretary of State William Jennings Bryan, who carefully favored neutrality, resigned (1915) and succeeded by Robert Lansing who favors intervention on the side of the Allies. Wilson during his first term nevertheless sought by all diplomatic means to maintain fair objectivity. American public opinion however increasingly mounted against Germany, and t...

A problem solving model for Wal-Mart Essay Example | Topics and Well Written Essays - 2500 words

A problem solving model for Wal-Mart - Essay Example The largest retailing company of the world, Walmart has been facing a decline in sales in the US, continuously for â€Å"nine straight quarters†, according to The Wall Street Journal. This has been partially due to the economic recession and partially owing to the negative image that has been there for this company. In order to suggest a package of solutions to get over with this â€Å"sales slump†, this paper invisages synthesizing different organizational theories, with a focus on three- the neoclassical theory put forth by Roethlisberger and Dickson (1943), the socio-technical theory proposed by Pasmore and the contingency theory evolved by Hellriegel and Slocum (1973). This project will put forth innovative and creative solutions to rectify the sales slouch in Wal-mart, using the problem-solving tools provided by these three theories. Access has been gained into the facts about the organizational design of Wal-Mart by conducting interviews with three senior level managers in charge of organizational structure. Basically, the design of Wal-Mart, as an organization, is that of a divisional structure. It has different divisions like, Wal-Mart Realty, Wal-Mart International, Wal-Mart Specialty Stores, Sam's Clubs, and Supercenters which are separate and partially autonomous units. Each division has its own specific set of goals. Step-2 The three theoretical frame works selected for this paper are chosen based on the advantages they have in addressing the specific issue in focus. For example, most of the complaints against Wal-Mart that have led to legal litigations and negative publicity has been regarding labor issues and hence a worker-centered approach put forward by Roethlisberger and Dickson (1943) can help re-model the organization’s functioning in such a way as to avert this criticism. Similarly, the socio-technical theory of Pasmore ((1988, p.87-109) and the contingency theory by Hellriegel and Slocum (1973) have their focus on the environmental aspects of an organization, which can be applied in the case of Wal-Mart which is haunted by many a social conflicts. Neoclassical theory of Roethlisberger and Dickson (1943) has as its core focus, the relationship between â€Å"working conditions† and â€Å"employee efficiency† (p.1). Through an experiment, Roethlisberger and Dickson (1943) had proven that there was a connection between better working conditions and better performance. In this way, this theory had changed the essence of organizational theories evolved thus far by replacing the mechanistic views by a more humanistic worker-oriented view. This theory had asserted that: An individual is not a mechanical tool but a distinct social being, with aspirations beyond mere fulfilment of a few economic and security works. Individuals differ from each other in pursuing these desires. Thus, an individual should be recognized as interacting with social and economic factors (NRMED-FAO, n.d.). Participative management has been another aspect of this theory, whereby employees are given an appropriate role in the decision making process (NRMED-FAO, n.d.). Any application of the neoclassical theory has to be by keeping in mind, the existence of an informal organization within any formal organization, the socio-psychological factors that influence workers, the inherent illogi cality of human mind, the two-way flow of communication within the hierarchy, and the need of teamwork (Pradeep, p.295). Socio-technical theory of Pasmore (1988) has based all its assumptions on the fact that â€Å"every organization consists of the people, the technical system and the environment† (NRMED-FAO, n.d.). In this theory also, the importance of considering workers a human beings and all the more, social beings, is stressed (Pasmore, p.5). It has been observed that what is meant by an organization is actually an agreement, a contract between and among people and â€Å"changes in the organization will affect this agreement and vice versa†

Positioning of Armani Hotel (Dubai) Coursework Example | Topics and Well Written Essays - 1250 words

Positioning of Armani Hotel (Dubai) - Coursework Example Dubai has various kinds of luxurious hotels and Armani hotel is among one of them. It can be indicated that Dubai maintains a high quality of lifestyle and high standard of living. The combination of high standard of living, vibrant nightlife, and good weather makes Dubai one of the most attractive cities for travellers as well as the local people residing in Dubai. The hospitality sector has evolved over the years and Dubai being the favourable tourist destination; it has led to many international hotels and resorts targeting the international business traveller and leisure traveller. The international customers prefer visiting Dubai because of its lifestyle and current economic development and thus it can be concluded that Dubai has been accepted as a tourist as well as business destination for most people. The target market will be analysed with the help of four variables- Measurability, Accessibility, Sustainability and Actionability. The Armani Hotel in Dubai is one of the most luxurious hotels and resorts and it mainly targets the business class people and high end customers who have the required money to spend. Measureability: The Armani hotel in Dubai targets leisure travellers as well as businessmen and offers a luxurious getaway for conferences, meetings, exhibitions and other events (Meet Dubai, n.d). As mentioned above, Dubai’s population is set to exceed 2 million along with better economic development happening, indicating great opportunity for hotels and resorts. The main target market for Armani Hotel Dubai will be the age group of 30-34 years though not ruling out the other age groups. Accessibility: A market segment needs to be accessible with respect to geography and economy. Dubai has changed over time and has become a major business centre with a diversified and dynamic economy. Dubai tends to enjoy a strategic location and it is seen as an investment opportunity by most of the businesses (Dubai eGovernment, 2012). Armani Hotel in Du bai has targeted the business class and leisure travellers who visit the place because of business purposes and also for personal reasons. The age group of 30 years and above has the highest number of visitors or local people visiting the hotel for business purposes. Sustainability: Sustainability of target market segment is highly important and it is important for service

Design for an information system Research Paper

Design for an information system - Research Paper Example Broadly, an information system in the context of an organization is the harmonization of user needs, standard operation procedures, data, software, and hardware to process and manage digitized information. The need to computerise traditional health care information systems is overwhelming. Health care systems need pooling of patient records, better and more easily accessible electronic health records, patient scheduling and billing services for patients. The need for robust and highly functional computerised systems for an urgent care facility are especially critical, and system developers have already made considerable inroads in implementing the use of computerise systems for the management of the facilities. System development depends on a number of methodologies whose overarching mandate is to ensure the entire process of development to implementation goes smoothly, achieves the initial objectives and gives a desirable benefits-to-costs match. In this study, we look at the comput erization at SFO Medical Clinic, a Californian clinic that among other services offers urgent care to its broad range of patients. The goal of this paper is to identify and document a fully functional information system for a small company. Table of Contents Abstract 2 Table of Contents 3 Introduction 4 SDLC Models and Complexity of Software Development 4 Preliminary Investigation 5 Requirements analysis 5 System Design 6 System Development 7 System Integration 7 System Testing 7 Gaining User Acceptance 8 Installation and Deployment 8 System Maintenance 8 Conclusion 8 References 10 Introduction Development of an information system requires more than knowledge and expertise in drafting excellent designs. Information systems have a far-reaching impact, with the principal aim to improve or replace existing systems. Therefore, the need to emphasize functionality over design is the supreme purpose of developing an information system. The goal of making highly functional and more efficien t is self-evidenced in the information system methodologies and the varying approaches to software development through the System Development Life Cycle (SDLC). A SDLC is the major concept that fortifies user-oriented software development process. Urgent health care facilities, whether serving children, young people, aged, or emergency cases, require an intricate understanding of local systems. Urgent care facilities are unique in that they serve patients in situations where timely and planned treatment procedures are not possible (NHS Manchester, 2008). Through collaborative contribution to the elements pertaining to a certain urgent health care facility, an efficient information system is achievable. An information system for an urgent care facility should exhibit specificity to the needs of the patients, handiness of use for the staff operating the system, and safety in operation. The information system also helps in prevention redundancy in recording of patient data, and provide s a secure retrieval system, which also stores data on patients for easy recording and modification in subsequent visits. In this report, we consider the urgent department wing of the SFO Medical Clinic, in San Francisco, California. The urgent care arm experiences issues typical of such facilities in the US. The purpose of this report is to document the design and implementation of a new information system for an urgent health care facility. SDLC Models and Complexity of Software Development The SDLC aim is to result in a high quality information system, which meets all user needs and performs markedly better than the existing information systems, manual or otherwise. However, viewpoints differ as to the best model for the system development, a factor that is solely responsible for the

Management Changes Within British Airways

Management Changes Within British Airways Introduction Air travel industry is considered an outsized industry throughout the world. This industry has experienced major growth in the last 50 years due to general improvement in technology. The outcome has been a firm decline in fares and costs, which has encouraged traffic growth. This demanding traffic has made the industry grow at a speedy pace. However the speedy growth had its swindles in terms of the changes that airline industry had to go through. Organizations in the industry went through drastic and somewhat dramatic changes in the past one decade. This decade saw the businesses going through change management programs to gain and keep competitive advantage in the industry. This particular dissertation is focused on the case study of British airways and the change management program that it went through in order to gain competitive advantage. British Airways is one of the highest earning airlines in the world. It is famous for its culture f leadership, virtues and employees welfare. Chief Executive of British Airways plc, Bob Ayling started extensive change management programs in the organization in the late 90s. These programs were started despite the fact that BA was earning record profits back then. Some of these changes brought positive changes in the organization, however most of the changes were perceived negatively among the employees. The negativity eventually led to strikes and low morals. (Balmer et al., 2009) These problems were majorly blamed on the poor leadership of Ayling, as well as the change management programs that the company went through. Ayling, on the other hand argued that these change management programs, including cost cutting and outsourcing of major departments, were indeed necessary for long term benefit of British airways. (Harvey and Turnbull, 2006) The introduction part will now focus on de fining history of British airways as well as focusing on Aylings change management programs and its effects on the organization as a whole. Post Merger Following the merger of British European Airways and British Overseas Airways Corporation which bent British Airways, the company had many problems and issues.   One of the issues met by the company is in terms of cultural perspective. The outcomes of culture become mainly apparent in mergers, acquisitions and cross national operations, where not only dissimilar organizational cultures but also organizational cultures entrenched in different national cultures meet.(Carleton and Lineberry, 2004)   Research indicate that when workers from dissimilar cultures interrelate and, especially, when one culture is required to adopt the procedures and policies of the other culture, upsetting tensions come out.   And this occurred between the staff of the two merging industries (BEA and BOAC).   This issue can be explained as (Betancourt and LÃÆ' ³pez, 1993). Another issue or problem faced by British Airways was its forced management system.  The company put into practice a very inf lexible management system which made the system of conversant with rules.   Likewise, another issue was incapability of the management of the new organization to satisfy and see the requirements of their consumers.   The organization gave importance on its limited management concentrates and approach on preserving its various routes which resulted in unsatisfied consumers.   These conflicts and issues had a very negative outcome on the new organization.   British Airways earned the reputation of being the most disreputable company after the post merger.  (Carleton and Lineberry, 2004) In addition, the company could not handle the increased burden of flights and customers. In the late 80s the company was rated as most unpunctual airline and customers were advised to avoid travelling on it. (Eckel et al., 1997) Management changes within British Airways: In order to modify its reputation, British Airways decided to go for CHANGE MANAGEMENT. Businesses, companies, and working organizations have incorporated change into their work system in order to be aggressive and be more competent to satisfy customer or clients needs.   (Hayes, 2002) The Conservative party Prime Minister Margaret Thatcher selected John King in early 1981 to be the Chairperson of British Airways plc. During the management of John King, he forced changes resulting in several routes bring axed as well as selling off the cargo planes and service. The company also cut 20,000 workers as part of the change process.   In 1982, Colin Marshall became the Chief Executive Officer (CEO) of British Airways plc. In this period, British Airways produced its first additional profit which was the outcome of the cost-cutting actions implemented by John King. Colin Marshall decided to pay attention to its customer service in order to ensure that company carries on making profit. M arshall hired Consultants to collect data about workers and customer attitudes. The outcome of this evaluation showed that there is a significant gap between what was delivered by BA staff what the consumer actually required. Another management plan was the transformation of the system from staff- oriented to customer oriented through the formation of customer is king environment within the company. (Heifetz and Laurie, 2002) Marshall also investigated that the workers had an internal problem in terms of having a harmonious and good working relationship; therefore, he decided to generate more unity among the British Airways workers by putting into practice the Staff Development Initiative which anticipated the long-term and inherent cultural development and change in British Airways. The program was intended on having more efficient staff members who could offer excellent and quality service to its consumer. (Pine and Gilmore, 1998) This cultural education training lasted until the late 1990s; it created the awareness for the workers to do their job according to customers requirements. Marshall also started Awards for Excellence in 1987.   The goal of this initiative was to award high performers and inspire the workers to always do their best in offering services.   For the duration of that year, Brainwaves, a proposal system was also launched. The change process imposed by Marshall was in co-operation with Lancaster University to provide MBA course for its workers. This was the part of the cultural education training by British airways to make its workers more efficient. (Prokesch, 1995) Furthermore, the organizational structure of British Airways was also modified to a much slimmer and flatter structure. Five sections of the organization started direct reporting to the Chief Executive Officer and eleven profit centers were formed. This structural replacement aimed at improving staff communication and integ ration. The performance-related pay was also brought in by the management. The change process also comprised major investments in ground facilities, planes, and Information Technology. (Grugulis and Wilkinson, 2002) Putting people first program The management also started a program for its staff called Putting people first. The program was focused on training the staff become more customer oriented. It was a one day seminar delivered by consultants hired by British airways. In the start the program only included staffs that were directly in contact with the customers. However with the passage of time the program was extended for all employees. The program covered the topics of being a winner or loser, owning the problem, being attentive and empowerment. (Street, 1994) With this help of this program staff was given a chance to become involved in decision making. They were encouraged to make any suggestions that could improve the customer service. This was followed by training the staff to own the problem rather than putting blame on each other. The whole trainings program helped the company dramatically, staff turnover reduced to a great level and customer satisfaction increased. (Tushman and OReilly III, 2006) This successful implementation of this program led to several other training programs being launched by BA management and staff. These programs included A day in the life and to be the best. These two programs also met success and British airways started seeing itself getting ahead of the industry. Winning for customer program This program was launched in 92/93 by the company. It was completely focused on listening to customers views and making changes in the company accordingly. This program was basically a loyalty program for customers as well as gaining feedback from them. (Dowling and Uncles, 1997) This program was also somewhat successful as it gave the company insight into companys service from customers eyes. Managing people first program Another program launched in the same era was managing people first. This program was focused on increasing trust among employees, emphasizing the importance of leadership and feedback. (Bruce, 1987)The program brought in positive changes among the employees. They started trusting each other and delivering the job with more efforts. The leadership aspect of the program helped the managers understand their employees better and leading the organization into better changes. The history of British airways clearly stated that a culture of change existed in the organization. These changes were perceived positively by the employees. These changes also helped the organization get on the top back then. In the case study section of the dissertation, change management programs and its consequences by Ayling will be discussed to understand and analyze that scenario. Research question The primary research question of this research study is, To explore the extent to which change management is necessary for a firm to achieve sustainable competitive advantage Additionally, the secondary research question is to examine the change management initiatives previously taken by British Airways to attain competitive advantage and profitability. Research aim and objective of this study The main objective and strategic aim of this piece of study is to explore the role and significance of Change Management in this era of globalization and changing market needs by taking the case study of British Airways in specific. To understand what went wrong and why it went wrong in the leadership of Ayling Analyze the data and come up with findings regarding change management programs Conclude if change management is necessary for a firm to gain competitive advantage Literature Review The process and practice of globalization and developments with the new technologies are merely few stimuli which continually compel business organizations to transform. Business organizations must be considerate and prepared of the vibrant inner and exterior environment in which they manage their operations. The great challenge facing organizations today is change: employing, retaining and most prominently developing managers, and effectively managing organizational change. (Brandenburg and Binder, 1999) There exist three different verities of change which an organization can experience. These three according to him are smooth incremental change, bumpy incremental change and discontinuous change. In the first variety the organization go through a smooth transition and such a change process is perceived by its managers as inherent to the organization. In the second variety there may be oppositions to it, however according to him it is more like the movement of the continents, where faults are generated and bumps are created. In such a case the created faults readjusts the process and a balance is created with time. (Grundy, 1998) The third and the last variety is a discontinuous one, in which the change process is abrupt. This abrupt change could be in the strategy, culture or the structure of the organization. During the process of change there can be people who may resist it. This resistance in general comes from the individuals, who may oppose individually or as a group. The rationale behind this is that the individuals do not want to come out of their current state. As an example someone might already have convinced himself that he has already got what he wanted, so why to accept the new things? Or there might be some heavy investments involved which may be stop to proceed. What does managing change means? Change management is a planned activity intended at getting the best results from the transformation process. It is about managing the changes that are outcomes of the selected approaches. This is done in such a way so that the results and effects go along with the organizational framework. Devising a strategy is also the part of change management. Such a process and procedure is unique and specific to a certain organization. It is rare that a process devised for an organization do fit to the other. Although this can happen, however the probability is quite low. The procedure for change management and the measures that are element of a specific approach are exclusive and exact to a particular organization. Every organization has its own needs; their resources and circumstances differ, culture changes, relationships and clients requirements become specific, and their ambitions, objectives and aims may differ(Mullins, 2007). It is about discovering options and selecting pathways. (Horton, 2000) According to George Bernard Shaw Development is unattainable without change and transformation, and those who cannot change their minds cannot change anything. Managing change means a systematic procedure of taking into consideration the global circumstances disturbing an organization; in addition to specific state of affairs within the organization. The change management technique scrutinizes the existing environment and procedures with high attitude to firm culture, organization design, communication, job design, personnel, infrastructure, knowledge and skills. The most important and significant meaning of change management is the term referred to as the task of managing change. The term itself is used in two contexts. Firstly, it means to make changes in an intended and systematic manner. Secondly, this refers to as managing the reactions for the implemented processes. The acknowledgment of the requirements for timely adjustment to external stimulus has evolved the concept of the learning organization; an organization which is capable of continuous adaptation to the environment. At last, change management refers to an area of constituency of professional performance and the connected body of knowledge that has grown up inside and around the issues. There are several ways for change management, as an example, consulting firms offer a range of services to smooth out the process whereas the business schools recommend training in its theory and practice. (Kouzes et al., 1987) (Kanter, 1989) Approaches to change Management The planned approach to change management is tightly linked to managing and recognizing the procedures intended to make organizations more progressive. All these procedures attempt to offer smooth transition and attempt the productivity with the least confrontation. Change plans formulate the tangible outcomes, guide decision making, help to control the procedures and provide protection around uncertainties. There are six change management approaches to deal with this resistance and reaction. (Hayes, 2002)These six approaches are as following Communication and Education: The most significant ways to prevail over conflicts and resistance is through prior education and awareness. This helps in beforehand observing and perceiving the intensity of the change by the work force. The result of this will lead to suppression of rumors and uncertainties involved during the phase. Involvement and Participation: Wherever the initiators do not have the entire data and information they require designing the change and transformation and others have substantial power to oppose. When workers are mixed up in the change attempt they are more likely to involve in the transformation rather to oppose it. Support and Facilitation: Where people refuse to give in to change due to regulation problems, managers can set off possible resistance by encouraging workers during complex times. Managerial support facilitates employees compact with anxiety and fear during an evolution period. The source of resistance is likely to be the unawareness. Thus support and facilitation approach is connected with condition of counseling, special training and time off work. Agreement and Negotiation: Within an organization somebody or some group may drop out during the transformation process. Managers can fight resistance by giving incentives to workers who are not in opposition to the change and the transformation process. This agreement and negotiation approach will be suitable where those resisting change are strong enough. Co-option and Manipulation Approach: Somewhere there are other procedures which are too exclusive. Schlesinger and Kotter proposed that an effective management technique is to co-opt with counters of change effort and transformation process. This frequently involves choosing leaders of the resisters so that instead of opposition they lead to a contribution in the process. Implicit and Explicit Coercion: Implementation speed is a necessity but should be used as a final option. The process should be made as smooth as possible however the managers can clearly or perfectly compel workers into tolerating change effort by making clear that resisting change can lead to firing, losing jobs, demotions or transferring employees. Framework of change This idea is about the procedure for change management and transformation process, presenting proposals and getting feedback for change. This is further than a beginning step to the real action of accomplishment. There is requirement to comprehend how considered choices are completed and proposals are evaluated within the. The framework of change management used throughout this thesis is presented in Error: Reference source not found. This model investigates further how organizations make the movement from the current to the future state. In particular, we will look at the Three Step Model developed by Lewin based on unfreezing the organization, moving and sustaining the change. (Lewin, 1980) CULTURE The first section culture of the change management framework include authenticating the case for change and transformation process and how the shared service/BPO initiative will add to comprehending the organizations premeditated goals, and readiness of both employees and organization and assessing the capacity to incorporate change. Impending blockers must be recognized and articulated with agreed-upon approaches and strategies thus the initiative is not disrupted. ORGANIZATION The second section wraps the design of the new world, comprising the operating model, role definitions, organizational structures, governance and competency frameworks, and decision-making frameworks. Realistic steps should be used to design effective and realistic interfaces between the retained organization and shared service/BPO capacity. LEADERSHIP The third step in the wheel aims to simplify how the firm will be led, and to furnish the leaders to carry out their leadership roles. Specific and detailed activities comprise how the leader ship team will work together both during implementation of shared services/ BPO, defining the role of the leadership team, and consequently, and the roles and responsibilities of individual leaders. Achievement like this may identify the requirement for coaching and/or training of leaders and potential leaders. PEOPLE CAPABILITY The fourth step of the cycle of change management framework intends to ascertain the competencies and skills necessary and how to gather those requirements, comprising gap analysis, skills audits, career planning and job and role definitions. Participation of talent who will lead the new firm is key to the success of this movement. EXECUTION The fifth step of the cycle of change management framework ensures freedom of the new form. It comprises hard deliverables in the form of milestones, project plans, budget analysis and progress reports, and soft deliverables in the shape of stakeholders management and communications. CONTINUOUS IMPROVEMENT The sixth and last step of the wheel of change management cover up life post-change and comprises processes and frameworks (e.g., balanced scorecards, performance management, and reward alignment) to determine the success of the changes, and means to make sure that opportunities for advance improvement are acted upon in a timely manner and identified.   Significance and benefits of Change management in the Organizations: Benefits of Change Management: ACCEPTING ENVIROMENT It is significant for the organization to assess, understand, and measure the dynamics in its exterior environment such as government, society and customers in order to predict and set up an appropriate relationship with these assorted performers like society, customers and government. Hence, managers by deliberating the subject of change management can better be ready to understand anything is going on in this environment. This is a major significance of change management in business organization. STRATEGY FORMULATION IMPLEMENTATION TO DEVELOP COMPETITIVE ADVANTAGE It is very important to knowing the collision of change an inappropriate level on its own interior dynamics, where the main objective is to seek competitive advantage. This is the significance of change management in business organization. EMPLOYEES The employees are the beneficiaries of change process. One such continuous apprehension of senior managers is to make organization highly consistent; therefore workers ought to be high performing and trained one in todays twitchy competitive new world. There is need of trained, reliable organization and high performing work practices. This is significance of change management in organizations. TECHNOLOGY ISSUES Technology is realized as the engine of development in todays new world. May be the greatest challenge for modern organizations is the integration and acquisition of technology in its approach, structure and procedure. As such the apprehension of top managers is how to avoid and mitigate organization being outdated and how to absorb and cope the collision of communication technologies and changing information which have determinedly influencing consumption behavior and production process. This is another major benefit of change management in the organization. Significance of Change Management Implementation The peak five well recognized approaches of change management and significance of change management in the organization, which, when implemented properly, permit organizations to decrease risk and increase IT effectiveness and efficiency. The practices comprise of: Producing the top bottom approach to endorse the requirement for a culture of Information technology change management process that implements a zero tolerance approach to illicit changes across the whole enterprise. It will create significance of change management inside and outside the organization. Examining and monitoring the number of unintentional outages frequently to avert illegitimate changes and maintain maximum control on information technology variations. It will also create significance of change management in the modern organization. Put into practice risk mitigation changes executed and authorized by identifying well-defined change preservation windows and implemented them. The significance of change management will explore through it. Determine change success rates and using them as standard for key information technology management performance gauge. This is one of the major significance of change management. SWOT ANALYSIS OF BRITISH AIRWAYS British Airways is engaged in air services operations both in international and domestic airfreight. It provides various services ranging in commercial flights service for passengers around the globe, cargo freight and mail services and other auxiliary services. British Airways primarily runs its business in Europe and in United States. Located in Harmondsworth, Middlesex, it employs 42, 755 people in all its departments. British Airways facilitates flight reservation and booking using the online net services in which customers can easily access. Trying to appear competitive and maintain its integrity as one of the best airlines which emphasizes quality customer services, BA strives to create high-end terminal facilities and other services involving comfortable of customers while onboard. BA reaches out to 570 in about 134 countries. Such magnitude of operations offers customers with variety of destinations with world-class services that cater customers ranging from explorers to exec utives. Strengths British Airways strengths include the first-rate new fleet of aircrafts purchased to accolade comfortable traveling of passengers. This move was made to counter the wretched state of travel and complaint received by the previous fleet used by British Airways. The magnitude of Airways operations allows them on pro over their competitors by servicing to a wider variety of customers. Moreover, on the level of knowledge and skills, BA operational research claimed that analytical skills performed by the members of the company and employees become its strengths. The strong customer focus develops expertise in customer areas while in purchasing high-end software for air services and wide selection of it strengthens the companys business orientation. Weaknesses One of the many weaknesses on organizations business and services is the lack of marketing strategy that will help reinforce its competitive standards, more so, to win customers loyalty. Despite the great infrastructure hosted the company, BA needs to carry out better market schemes to attract more customers. Hence, competitive package for customer service must be afforded in order to make the airline more attractive to its clients, prompting an opportunity of earning large revenues. Furthermore, on knowledge and skills management, limited knowledge of simulation software and simulation development, knowledge lost through high level of internal staff moves, teams adopt solution approaches aligned only to their skills, and lack of involvement in choice of software and difficulty to enhance specialist airline software are weaknesses which the company must be aware of. Threats The threats are not necessarily be found outside of companys environment but can be an internal. Internal threats as seen in management centralized and bureaucratic system and all poor decision-making. Moreover, the companys focus on national and local problems pose a threat since much more problems which it neglect found in the global scheme. It neglects the global problems instead focusing deeply on the national and local level. The global problems greatly offer tremendous threats if and when companies will ignore such. Moreover, globalization can be an opportunity and strength but can also be a threat if not to be keen and vigilant of its tricks and treachery. Further, rapid changes on technology and customers behavior can also be a threat if mistakenly interpreted and remedied. Opportunities The availability of immense services and products pose an opportunity to utilize them properly. The global changes can be an opportunity to work with while ignoring certain opportunities can be a weakness. In BA, virtual reality could provide a new use for simulation, obtaining network software and share expertise through special interest groups are opportunities which can be utilized and used to further enhance the companys business. Technological trends provide ample opportunities to various business domains, however, if it will be taken for granted, opportunities can be a threat or weakness. Maximizing the global trends is a great opportunity to hold on to. Methodology The proposed methodology for this dissertation is case study research. Case study research is a common and popular method of conducting research in the field of social sciences. In this methodology, an event, individuals, or group are investigated and explained. This in depth investigation focuses on defining the particular instance in either descriptive or explanatory manner. (Hartley, 2004) The methodology is not merely storytelling; rather it describes and explains the event in much detail so the reader could understand the reasons for that event/instance. The case studies are building with multiple sources of data and evidence. They are usually focused on one aspect of the organization rather than the whole organization itself. (Merriam, 1998) Case study method is quite useful if one wants to understand and estimate the impact of a certain event. It is important to understand that case study methodology can only be used when rich amount of data is available so the case can actual ly be built using it. (Eisenhardt, 1989) Although it is quite popular method of conducting the research, it has its weaknesses as well. Researchers have criticized it because they feel that this method lacks reliability. The reliability is questioned when case study is build using the secondary data. This criticism states that the research cannot be relied on as it lacks researchers own research efforts, and the case is built on the research that was already available. (Stake, 1995)However there are more strengths to this methodology than weaknesses. The method is particularly praised due to its usefulness in providing a holistic view of an event or phenomena. It is also admired due to multiple sources of data and evidence that are used to build case study, as it provides multiple insight into the phenomena. (Gillham, 2000) Types of case study Researchers have devised and explained several categories of case studies. One of the popular models used to explained categories of case studies is by Yin. He defines these categories in terms of the number of event and single or multiple methods of analysis. Type 1: Single case design and single unit of analysis Type 2: Single unit of analysis and multiple case designs Type 3: Single case design and multiple units of analysis Type 4: Multiple case designs and multiple units of analysis Yin has also devised three types of case study, Exploratory: Used for new topics and reveals the facts about a certain event. This type of research is normally the first one and sets direction for future research. Researchers agree that this research is more related to What question rather than the Why question. Descriptive: This type of case study research focuses on a clearly define problem or research question. Its focus is on How and Who question Explanatory: the last type of case study research is explanatory, which focuses on Why question. It is usually build in exploratory and descriptive research and tries to find out preseason for an events occurrence. (Yin, 2008) This particular research will be built on using explanatory case study method. As we already know what happened in British airways due to change management programs, however we need to search the question of Why it happened? Sources of Data for case study In order to build up a case study, data needs to be collected. This data gathering can either be primary or secondary. The primar Management Changes Within British Airways Management Changes Within British Airways Introduction Air travel industry is considered an outsized industry throughout the world. This industry has experienced major growth in the last 50 years due to general improvement in technology. The outcome has been a firm decline in fares and costs, which has encouraged traffic growth. This demanding traffic has made the industry grow at a speedy pace. However the speedy growth had its swindles in terms of the changes that airline industry had to go through. Organizations in the industry went through drastic and somewhat dramatic changes in the past one decade. This decade saw the businesses going through change management programs to gain and keep competitive advantage in the industry. This particular dissertation is focused on the case study of British airways and the change management program that it went through in order to gain competitive advantage. British Airways is one of the highest earning airlines in the world. It is famous for its culture f leadership, virtues and employees welfare. Chief Executive of British Airways plc, Bob Ayling started extensive change management programs in the organization in the late 90s. These programs were started despite the fact that BA was earning record profits back then. Some of these changes brought positive changes in the organization, however most of the changes were perceived negatively among the employees. The negativity eventually led to strikes and low morals. (Balmer et al., 2009) These problems were majorly blamed on the poor leadership of Ayling, as well as the change management programs that the company went through. Ayling, on the other hand argued that these change management programs, including cost cutting and outsourcing of major departments, were indeed necessary for long term benefit of British airways. (Harvey and Turnbull, 2006) The introduction part will now focus on de fining history of British airways as well as focusing on Aylings change management programs and its effects on the organization as a whole. Post Merger Following the merger of British European Airways and British Overseas Airways Corporation which bent British Airways, the company had many problems and issues.   One of the issues met by the company is in terms of cultural perspective. The outcomes of culture become mainly apparent in mergers, acquisitions and cross national operations, where not only dissimilar organizational cultures but also organizational cultures entrenched in different national cultures meet.(Carleton and Lineberry, 2004)   Research indicate that when workers from dissimilar cultures interrelate and, especially, when one culture is required to adopt the procedures and policies of the other culture, upsetting tensions come out.   And this occurred between the staff of the two merging industries (BEA and BOAC).   This issue can be explained as (Betancourt and LÃÆ' ³pez, 1993). Another issue or problem faced by British Airways was its forced management system.  The company put into practice a very inf lexible management system which made the system of conversant with rules.   Likewise, another issue was incapability of the management of the new organization to satisfy and see the requirements of their consumers.   The organization gave importance on its limited management concentrates and approach on preserving its various routes which resulted in unsatisfied consumers.   These conflicts and issues had a very negative outcome on the new organization.   British Airways earned the reputation of being the most disreputable company after the post merger.  (Carleton and Lineberry, 2004) In addition, the company could not handle the increased burden of flights and customers. In the late 80s the company was rated as most unpunctual airline and customers were advised to avoid travelling on it. (Eckel et al., 1997) Management changes within British Airways: In order to modify its reputation, British Airways decided to go for CHANGE MANAGEMENT. Businesses, companies, and working organizations have incorporated change into their work system in order to be aggressive and be more competent to satisfy customer or clients needs.   (Hayes, 2002) The Conservative party Prime Minister Margaret Thatcher selected John King in early 1981 to be the Chairperson of British Airways plc. During the management of John King, he forced changes resulting in several routes bring axed as well as selling off the cargo planes and service. The company also cut 20,000 workers as part of the change process.   In 1982, Colin Marshall became the Chief Executive Officer (CEO) of British Airways plc. In this period, British Airways produced its first additional profit which was the outcome of the cost-cutting actions implemented by John King. Colin Marshall decided to pay attention to its customer service in order to ensure that company carries on making profit. M arshall hired Consultants to collect data about workers and customer attitudes. The outcome of this evaluation showed that there is a significant gap between what was delivered by BA staff what the consumer actually required. Another management plan was the transformation of the system from staff- oriented to customer oriented through the formation of customer is king environment within the company. (Heifetz and Laurie, 2002) Marshall also investigated that the workers had an internal problem in terms of having a harmonious and good working relationship; therefore, he decided to generate more unity among the British Airways workers by putting into practice the Staff Development Initiative which anticipated the long-term and inherent cultural development and change in British Airways. The program was intended on having more efficient staff members who could offer excellent and quality service to its consumer. (Pine and Gilmore, 1998) This cultural education training lasted until the late 1990s; it created the awareness for the workers to do their job according to customers requirements. Marshall also started Awards for Excellence in 1987.   The goal of this initiative was to award high performers and inspire the workers to always do their best in offering services.   For the duration of that year, Brainwaves, a proposal system was also launched. The change process imposed by Marshall was in co-operation with Lancaster University to provide MBA course for its workers. This was the part of the cultural education training by British airways to make its workers more efficient. (Prokesch, 1995) Furthermore, the organizational structure of British Airways was also modified to a much slimmer and flatter structure. Five sections of the organization started direct reporting to the Chief Executive Officer and eleven profit centers were formed. This structural replacement aimed at improving staff communication and integ ration. The performance-related pay was also brought in by the management. The change process also comprised major investments in ground facilities, planes, and Information Technology. (Grugulis and Wilkinson, 2002) Putting people first program The management also started a program for its staff called Putting people first. The program was focused on training the staff become more customer oriented. It was a one day seminar delivered by consultants hired by British airways. In the start the program only included staffs that were directly in contact with the customers. However with the passage of time the program was extended for all employees. The program covered the topics of being a winner or loser, owning the problem, being attentive and empowerment. (Street, 1994) With this help of this program staff was given a chance to become involved in decision making. They were encouraged to make any suggestions that could improve the customer service. This was followed by training the staff to own the problem rather than putting blame on each other. The whole trainings program helped the company dramatically, staff turnover reduced to a great level and customer satisfaction increased. (Tushman and OReilly III, 2006) This successful implementation of this program led to several other training programs being launched by BA management and staff. These programs included A day in the life and to be the best. These two programs also met success and British airways started seeing itself getting ahead of the industry. Winning for customer program This program was launched in 92/93 by the company. It was completely focused on listening to customers views and making changes in the company accordingly. This program was basically a loyalty program for customers as well as gaining feedback from them. (Dowling and Uncles, 1997) This program was also somewhat successful as it gave the company insight into companys service from customers eyes. Managing people first program Another program launched in the same era was managing people first. This program was focused on increasing trust among employees, emphasizing the importance of leadership and feedback. (Bruce, 1987)The program brought in positive changes among the employees. They started trusting each other and delivering the job with more efforts. The leadership aspect of the program helped the managers understand their employees better and leading the organization into better changes. The history of British airways clearly stated that a culture of change existed in the organization. These changes were perceived positively by the employees. These changes also helped the organization get on the top back then. In the case study section of the dissertation, change management programs and its consequences by Ayling will be discussed to understand and analyze that scenario. Research question The primary research question of this research study is, To explore the extent to which change management is necessary for a firm to achieve sustainable competitive advantage Additionally, the secondary research question is to examine the change management initiatives previously taken by British Airways to attain competitive advantage and profitability. Research aim and objective of this study The main objective and strategic aim of this piece of study is to explore the role and significance of Change Management in this era of globalization and changing market needs by taking the case study of British Airways in specific. To understand what went wrong and why it went wrong in the leadership of Ayling Analyze the data and come up with findings regarding change management programs Conclude if change management is necessary for a firm to gain competitive advantage Literature Review The process and practice of globalization and developments with the new technologies are merely few stimuli which continually compel business organizations to transform. Business organizations must be considerate and prepared of the vibrant inner and exterior environment in which they manage their operations. The great challenge facing organizations today is change: employing, retaining and most prominently developing managers, and effectively managing organizational change. (Brandenburg and Binder, 1999) There exist three different verities of change which an organization can experience. These three according to him are smooth incremental change, bumpy incremental change and discontinuous change. In the first variety the organization go through a smooth transition and such a change process is perceived by its managers as inherent to the organization. In the second variety there may be oppositions to it, however according to him it is more like the movement of the continents, where faults are generated and bumps are created. In such a case the created faults readjusts the process and a balance is created with time. (Grundy, 1998) The third and the last variety is a discontinuous one, in which the change process is abrupt. This abrupt change could be in the strategy, culture or the structure of the organization. During the process of change there can be people who may resist it. This resistance in general comes from the individuals, who may oppose individually or as a group. The rationale behind this is that the individuals do not want to come out of their current state. As an example someone might already have convinced himself that he has already got what he wanted, so why to accept the new things? Or there might be some heavy investments involved which may be stop to proceed. What does managing change means? Change management is a planned activity intended at getting the best results from the transformation process. It is about managing the changes that are outcomes of the selected approaches. This is done in such a way so that the results and effects go along with the organizational framework. Devising a strategy is also the part of change management. Such a process and procedure is unique and specific to a certain organization. It is rare that a process devised for an organization do fit to the other. Although this can happen, however the probability is quite low. The procedure for change management and the measures that are element of a specific approach are exclusive and exact to a particular organization. Every organization has its own needs; their resources and circumstances differ, culture changes, relationships and clients requirements become specific, and their ambitions, objectives and aims may differ(Mullins, 2007). It is about discovering options and selecting pathways. (Horton, 2000) According to George Bernard Shaw Development is unattainable without change and transformation, and those who cannot change their minds cannot change anything. Managing change means a systematic procedure of taking into consideration the global circumstances disturbing an organization; in addition to specific state of affairs within the organization. The change management technique scrutinizes the existing environment and procedures with high attitude to firm culture, organization design, communication, job design, personnel, infrastructure, knowledge and skills. The most important and significant meaning of change management is the term referred to as the task of managing change. The term itself is used in two contexts. Firstly, it means to make changes in an intended and systematic manner. Secondly, this refers to as managing the reactions for the implemented processes. The acknowledgment of the requirements for timely adjustment to external stimulus has evolved the concept of the learning organization; an organization which is capable of continuous adaptation to the environment. At last, change management refers to an area of constituency of professional performance and the connected body of knowledge that has grown up inside and around the issues. There are several ways for change management, as an example, consulting firms offer a range of services to smooth out the process whereas the business schools recommend training in its theory and practice. (Kouzes et al., 1987) (Kanter, 1989) Approaches to change Management The planned approach to change management is tightly linked to managing and recognizing the procedures intended to make organizations more progressive. All these procedures attempt to offer smooth transition and attempt the productivity with the least confrontation. Change plans formulate the tangible outcomes, guide decision making, help to control the procedures and provide protection around uncertainties. There are six change management approaches to deal with this resistance and reaction. (Hayes, 2002)These six approaches are as following Communication and Education: The most significant ways to prevail over conflicts and resistance is through prior education and awareness. This helps in beforehand observing and perceiving the intensity of the change by the work force. The result of this will lead to suppression of rumors and uncertainties involved during the phase. Involvement and Participation: Wherever the initiators do not have the entire data and information they require designing the change and transformation and others have substantial power to oppose. When workers are mixed up in the change attempt they are more likely to involve in the transformation rather to oppose it. Support and Facilitation: Where people refuse to give in to change due to regulation problems, managers can set off possible resistance by encouraging workers during complex times. Managerial support facilitates employees compact with anxiety and fear during an evolution period. The source of resistance is likely to be the unawareness. Thus support and facilitation approach is connected with condition of counseling, special training and time off work. Agreement and Negotiation: Within an organization somebody or some group may drop out during the transformation process. Managers can fight resistance by giving incentives to workers who are not in opposition to the change and the transformation process. This agreement and negotiation approach will be suitable where those resisting change are strong enough. Co-option and Manipulation Approach: Somewhere there are other procedures which are too exclusive. Schlesinger and Kotter proposed that an effective management technique is to co-opt with counters of change effort and transformation process. This frequently involves choosing leaders of the resisters so that instead of opposition they lead to a contribution in the process. Implicit and Explicit Coercion: Implementation speed is a necessity but should be used as a final option. The process should be made as smooth as possible however the managers can clearly or perfectly compel workers into tolerating change effort by making clear that resisting change can lead to firing, losing jobs, demotions or transferring employees. Framework of change This idea is about the procedure for change management and transformation process, presenting proposals and getting feedback for change. This is further than a beginning step to the real action of accomplishment. There is requirement to comprehend how considered choices are completed and proposals are evaluated within the. The framework of change management used throughout this thesis is presented in Error: Reference source not found. This model investigates further how organizations make the movement from the current to the future state. In particular, we will look at the Three Step Model developed by Lewin based on unfreezing the organization, moving and sustaining the change. (Lewin, 1980) CULTURE The first section culture of the change management framework include authenticating the case for change and transformation process and how the shared service/BPO initiative will add to comprehending the organizations premeditated goals, and readiness of both employees and organization and assessing the capacity to incorporate change. Impending blockers must be recognized and articulated with agreed-upon approaches and strategies thus the initiative is not disrupted. ORGANIZATION The second section wraps the design of the new world, comprising the operating model, role definitions, organizational structures, governance and competency frameworks, and decision-making frameworks. Realistic steps should be used to design effective and realistic interfaces between the retained organization and shared service/BPO capacity. LEADERSHIP The third step in the wheel aims to simplify how the firm will be led, and to furnish the leaders to carry out their leadership roles. Specific and detailed activities comprise how the leader ship team will work together both during implementation of shared services/ BPO, defining the role of the leadership team, and consequently, and the roles and responsibilities of individual leaders. Achievement like this may identify the requirement for coaching and/or training of leaders and potential leaders. PEOPLE CAPABILITY The fourth step of the cycle of change management framework intends to ascertain the competencies and skills necessary and how to gather those requirements, comprising gap analysis, skills audits, career planning and job and role definitions. Participation of talent who will lead the new firm is key to the success of this movement. EXECUTION The fifth step of the cycle of change management framework ensures freedom of the new form. It comprises hard deliverables in the form of milestones, project plans, budget analysis and progress reports, and soft deliverables in the shape of stakeholders management and communications. CONTINUOUS IMPROVEMENT The sixth and last step of the wheel of change management cover up life post-change and comprises processes and frameworks (e.g., balanced scorecards, performance management, and reward alignment) to determine the success of the changes, and means to make sure that opportunities for advance improvement are acted upon in a timely manner and identified.   Significance and benefits of Change management in the Organizations: Benefits of Change Management: ACCEPTING ENVIROMENT It is significant for the organization to assess, understand, and measure the dynamics in its exterior environment such as government, society and customers in order to predict and set up an appropriate relationship with these assorted performers like society, customers and government. Hence, managers by deliberating the subject of change management can better be ready to understand anything is going on in this environment. This is a major significance of change management in business organization. STRATEGY FORMULATION IMPLEMENTATION TO DEVELOP COMPETITIVE ADVANTAGE It is very important to knowing the collision of change an inappropriate level on its own interior dynamics, where the main objective is to seek competitive advantage. This is the significance of change management in business organization. EMPLOYEES The employees are the beneficiaries of change process. One such continuous apprehension of senior managers is to make organization highly consistent; therefore workers ought to be high performing and trained one in todays twitchy competitive new world. There is need of trained, reliable organization and high performing work practices. This is significance of change management in organizations. TECHNOLOGY ISSUES Technology is realized as the engine of development in todays new world. May be the greatest challenge for modern organizations is the integration and acquisition of technology in its approach, structure and procedure. As such the apprehension of top managers is how to avoid and mitigate organization being outdated and how to absorb and cope the collision of communication technologies and changing information which have determinedly influencing consumption behavior and production process. This is another major benefit of change management in the organization. Significance of Change Management Implementation The peak five well recognized approaches of change management and significance of change management in the organization, which, when implemented properly, permit organizations to decrease risk and increase IT effectiveness and efficiency. The practices comprise of: Producing the top bottom approach to endorse the requirement for a culture of Information technology change management process that implements a zero tolerance approach to illicit changes across the whole enterprise. It will create significance of change management inside and outside the organization. Examining and monitoring the number of unintentional outages frequently to avert illegitimate changes and maintain maximum control on information technology variations. It will also create significance of change management in the modern organization. Put into practice risk mitigation changes executed and authorized by identifying well-defined change preservation windows and implemented them. The significance of change management will explore through it. Determine change success rates and using them as standard for key information technology management performance gauge. This is one of the major significance of change management. SWOT ANALYSIS OF BRITISH AIRWAYS British Airways is engaged in air services operations both in international and domestic airfreight. It provides various services ranging in commercial flights service for passengers around the globe, cargo freight and mail services and other auxiliary services. British Airways primarily runs its business in Europe and in United States. Located in Harmondsworth, Middlesex, it employs 42, 755 people in all its departments. British Airways facilitates flight reservation and booking using the online net services in which customers can easily access. Trying to appear competitive and maintain its integrity as one of the best airlines which emphasizes quality customer services, BA strives to create high-end terminal facilities and other services involving comfortable of customers while onboard. BA reaches out to 570 in about 134 countries. Such magnitude of operations offers customers with variety of destinations with world-class services that cater customers ranging from explorers to exec utives. Strengths British Airways strengths include the first-rate new fleet of aircrafts purchased to accolade comfortable traveling of passengers. This move was made to counter the wretched state of travel and complaint received by the previous fleet used by British Airways. The magnitude of Airways operations allows them on pro over their competitors by servicing to a wider variety of customers. Moreover, on the level of knowledge and skills, BA operational research claimed that analytical skills performed by the members of the company and employees become its strengths. The strong customer focus develops expertise in customer areas while in purchasing high-end software for air services and wide selection of it strengthens the companys business orientation. Weaknesses One of the many weaknesses on organizations business and services is the lack of marketing strategy that will help reinforce its competitive standards, more so, to win customers loyalty. Despite the great infrastructure hosted the company, BA needs to carry out better market schemes to attract more customers. Hence, competitive package for customer service must be afforded in order to make the airline more attractive to its clients, prompting an opportunity of earning large revenues. Furthermore, on knowledge and skills management, limited knowledge of simulation software and simulation development, knowledge lost through high level of internal staff moves, teams adopt solution approaches aligned only to their skills, and lack of involvement in choice of software and difficulty to enhance specialist airline software are weaknesses which the company must be aware of. Threats The threats are not necessarily be found outside of companys environment but can be an internal. Internal threats as seen in management centralized and bureaucratic system and all poor decision-making. Moreover, the companys focus on national and local problems pose a threat since much more problems which it neglect found in the global scheme. It neglects the global problems instead focusing deeply on the national and local level. The global problems greatly offer tremendous threats if and when companies will ignore such. Moreover, globalization can be an opportunity and strength but can also be a threat if not to be keen and vigilant of its tricks and treachery. Further, rapid changes on technology and customers behavior can also be a threat if mistakenly interpreted and remedied. Opportunities The availability of immense services and products pose an opportunity to utilize them properly. The global changes can be an opportunity to work with while ignoring certain opportunities can be a weakness. In BA, virtual reality could provide a new use for simulation, obtaining network software and share expertise through special interest groups are opportunities which can be utilized and used to further enhance the companys business. Technological trends provide ample opportunities to various business domains, however, if it will be taken for granted, opportunities can be a threat or weakness. Maximizing the global trends is a great opportunity to hold on to. Methodology The proposed methodology for this dissertation is case study research. Case study research is a common and popular method of conducting research in the field of social sciences. In this methodology, an event, individuals, or group are investigated and explained. This in depth investigation focuses on defining the particular instance in either descriptive or explanatory manner. (Hartley, 2004) The methodology is not merely storytelling; rather it describes and explains the event in much detail so the reader could understand the reasons for that event/instance. The case studies are building with multiple sources of data and evidence. They are usually focused on one aspect of the organization rather than the whole organization itself. (Merriam, 1998) Case study method is quite useful if one wants to understand and estimate the impact of a certain event. It is important to understand that case study methodology can only be used when rich amount of data is available so the case can actual ly be built using it. (Eisenhardt, 1989) Although it is quite popular method of conducting the research, it has its weaknesses as well. Researchers have criticized it because they feel that this method lacks reliability. The reliability is questioned when case study is build using the secondary data. This criticism states that the research cannot be relied on as it lacks researchers own research efforts, and the case is built on the research that was already available. (Stake, 1995)However there are more strengths to this methodology than weaknesses. The method is particularly praised due to its usefulness in providing a holistic view of an event or phenomena. It is also admired due to multiple sources of data and evidence that are used to build case study, as it provides multiple insight into the phenomena. (Gillham, 2000) Types of case study Researchers have devised and explained several categories of case studies. One of the popular models used to explained categories of case studies is by Yin. He defines these categories in terms of the number of event and single or multiple methods of analysis. Type 1: Single case design and single unit of analysis Type 2: Single unit of analysis and multiple case designs Type 3: Single case design and multiple units of analysis Type 4: Multiple case designs and multiple units of analysis Yin has also devised three types of case study, Exploratory: Used for new topics and reveals the facts about a certain event. This type of research is normally the first one and sets direction for future research. Researchers agree that this research is more related to What question rather than the Why question. Descriptive: This type of case study research focuses on a clearly define problem or research question. Its focus is on How and Who question Explanatory: the last type of case study research is explanatory, which focuses on Why question. It is usually build in exploratory and descriptive research and tries to find out preseason for an events occurrence. (Yin, 2008) This particular research will be built on using explanatory case study method. As we already know what happened in British airways due to change management programs, however we need to search the question of Why it happened? Sources of Data for case study In order to build up a case study, data needs to be collected. This data gathering can either be primary or secondary. The primar