Strategic Change in an Organisation Free-Samples for Students

Questions: 1.Discuss Models of Strategic Change.2.Examine the need for Strategic Change in an Organisation.3.Develop Systems to Involve Stakeholders in the Planning of Change.4.Develop Appropriate Models for Change. Answers: Introduction Strategic change in an organisation is associated with the change in the management and modification in the mission, vision and objectives to achieve a specific targeted goal. The reason behind strategic change in the management is rapid, dynamic changes in surroundings and volatile buying behaviour of consumers (Cummings and Worley, 2014). Changes in the management create more opportunities and explore new growth areas for the organisation. These changes are mainly influences by various internal as well as external factors of the organisation. Moreover, changes in the market place are persistent and competition is also becoming intense day by day. And to meet with these contemporary changes and competitive environment, strategic changes in the management are essential to adjust theory and planning of the organisation. The strategic change intervention improves the organisational productivity and functions at different level. It strengthens the individual and team response with the active leadership. It derives changes from current strategic aim of an organisation with the transition in coveted future strategic goals (Cummings and Worley, 2014). Therefore, this study is highlighting the significant changes in an organisation. For this purpose, planning changes has been explored with theory and pertaining issues in model for changes. It also illustrates the strategy of change developed involving stakeholders of the organisation. Apart from that, the report has also been supported by factual information on strategic change project. 1.Models of Strategic Change The main influence that forces strategic change in an organisation entails internal as well as external factors. Where, changes are permanent in today's business world, it is required to ensure the competitive position of the organisation by developing the strategic model of change (Hiatt, 2006). The model should be considered with the future desired organisational objectives and current state of the firm. Thus, for this purpose some of the model of change is described as follows: Lewin's Model of Change Management: This model was created by Kurt Lewin in 1950 who was a psychologist. As per his inference, he found that people wants to deal and operate within their own space and safety zone (Simms, 2008). To change the management scenario and explore opportunities, he explained the process in three stages that are first, Unfreeze- management should make efforts and motivate its staff to fall out of this attitude and tenancy. Second is Transition which leads to major and perpetual changeover through reassurance and apt leadership by the management (Simms, 2008). Third is Refreeze, after implementation of strategy successfully, staff will have to follow new guidelines and control which is refreezing the staff. Though, Lewin's Model take time to enact, yet it is the most simple and effective way to develop change in management. Kotter's 8 steps Change Model: John Kotter is the developer of this Model of change that aims to turn the transition into a campaign. Leaders articulate the requirement and reason for the change to their staff; they assure those companies benefit and ensure their growth prospective to their employees (Kotter, 2012). This urgent need for change enables employees to acquire and enact changes in the organisation. The model embroils eight steps as follows: 1) develop comprehension and urgency for change in the organisation. 2) Selection of dutiful and hard-working key team members. 3) Set objectives and foresightedness for change involved in the process. 4) Establish a sound cognizance regarding change requirement (Kotter, 2012). 5) Motivate and inspire team members for change in the organisation. 6) Set projected objectives and aim of the organisation for short term application. 7) Try to accept the change in the organisation and follow it steadily. 8) Make it a long sustained strategic goal for the organisation (Kotter, 2012). These steps are very easy to emerge and more focused on acceptance and preparation for change. However, no step can be skipped and the process takes a long time to complete. ADKAR Model for Change: This model is specifically for change in the management and one of the most implemented models for strategic change in an organisation developed by Prosci. It is based on the five elements that must be concerned for the change dealing in individual level effectively (Hiatt, 2006). ADKAR acronym used as Awareness of the purpose of change, Desire to involve in significant change, Knowledge on the strategy and proper implementation for dealing with situation and Ability to adopt the changes positively executing new behaviour and cognition (Talloo, 2007). Last is Reinforcement for perpetual change and maintaining it with the vulnerable environment. McKinsey 7-S framework: It has been found in 1980s by McKinsey and Company which is implemented with the focus of 7 stages. The steps are as follows: Structure that gives the examination of structure of the company and potential to execute the model of change. System system focuses on the updating and discards of old system and replaced with new one (Cummings and Worley, 2009). Skills it will be used to enhance the effect of change in the organisation by utilising abilities and talented employees and key partners of the firm. After that, Staff is responsible for the successful execution of change, thus people of business should be from diversity and their turnover structure should be prcised. Strategy- the apt strategy will be decided by the competitive analysis and its models implementation can decide the future of the organisation (Cummings and Worley, 2009). Last is Shared value- it is mission and objectives that are projected via change in the management by every single person stakeholders of the company Relevance of models with current economy Every change in an organisation should be executed slowly, systematically and steadily. As per Kotter's model of change, the implementation of any change should be incorporated step by step and not by rushing into transformation. In addition to this, today's business environment is very unpredictable which requires urgency for the change in Organisation steadily. For this reason organisation should always inspire and motivate its employees with urgent need and with coherent comprehension of the concept of change (Reed, 2017). The current economy is strongly uncertain and intensely competitive, thus it requires some sustainable approach to deal with the situation. Along with this, it is very vital for an organisation to integrate its stakeholders specially employees in the planning and strategy of change. It will help the company to utilise them as a valuable asset of the organisation and bring their loyalty and commitment towards organisation. Furthermore, if a company is not able to communicate the need for change to its employees or adopts a modest way to deal with the change, it will indeed desert the process of change. Consequently, it will dwindles the environment and discourage employees for the change. In order to avoid this situation, Kotter's model of change will aid company in overcoming the volatile environment and redesign the organisation (Griffin and Moorhead, 2011). For this reason, leaders of the company must articulate their method clearly and efficiently to address the change appropriately. Management should also significantly focus on the active participation of team members that encourage and ameliorate the change effectively. Apart from this, Lewin's and ADKAR model of change is more straightforward to deal with the problems in surrounding. The top management act as a reader and give full authority and confidence to the employees or team members to act in the change. Moreover, the model emphasised on the implementation of sound communication system between the team and top level management. For this purpose, they launch new equipments and techniques to resolve the issue (Reed, 2017). To make the change static they provide apt reward for the team that motivates and encourage them to incorporate change more effectively. This approach was also executed by Samsung Company due to competitive and social pressure. Top management of company shows confidence in its team and authorise them for destroying their poor quality handsets. Thus, this case shows that the Lewin's model of change can be applied at the time of very odd and adverse conditions such as political or legal changes in the environment (Reed, 2017). Importance of using strategic intervention techniques in organisation Strategies and techniques to solve the issues associated with the changes in the business environment are focused on the long term goals and sustainability. Likewise, the implementation of strategic intervention should be done in appropriate timing and with certain attentiveness otherwise It may affect the organisation harmfully. It makes dismal in the internal environment of the organisation and demoralise team members (ASL, 2015). Social intervention is a pivotal part of management and holds a prestigious position which alleviates the growth and development of an organisation. Similarly, its execution in organisation will empower the business process and communication language and helps management in directing and controlling their business staff efficaciously. In addition to this, the strategy in the implementation of the change is management is very necessary to provide a situational awareness that focuses to build a comprehension about the change and its influence on other organisations, attributes and characteristics (Boonstra, 2013). Along with this, it also enables the supporting structure to the organisation by facilitating sponsor and talented and skilful team members. The strategic operation also gives systematic and imperative analysis regarding resistance, special tactics and risks. Furthermore, it is one of the beneficial and critical parts for the successful application of the methods used in the change management. It gives strong judgement ability for the sound decision making and directing the results as per the set objectives (Boonstra, 2013). Moreover, the apt strategy will also define the results in detailed manner as how and who will be influenced by the change in management and in what degrees. Strategies that help in changing the management are deciding the goals before initiating any planning of change. The analysis of old systems should be done profoundly and projected goals are prepared accordingly (Naghibi and Baban, 2011). Additionally, the time of the change should be decided which its planning and defined time should be given for its implementation and after measurements of the results. The change in the culture is affected by the change in management thus; it has to be addressed evidently. The strategy should be based on the short goals and achievement should be celebrated with the each win to cheer and encourage employees to make it a big win effectual. The encouragement in the employees will help the company in finding new ways and innovative ideas to continue the change in management and in a directed way. The communication system is also a vital part of the strategy which should be focused to reach out for the hurdles and opposition by the stakeholders and conv ince them for the change (Naghibi and Baban, 2011). Admittedly, communication should also necessary for the employees encouragement and providing them vision and goals towards the change of management. The management should always try to achieve its projected goals with little margin of change and modification in the strategy for success. 2.Need for strategic change in the organisation Every organisation requires improvement in operation and function of its business activities to cope up with the vulnerable changes in the external and internal environment. Persistent improvement in an organisation is the eminent challenge though implementation of new strategies and defeating the resistance (Pablos, et. al., 2016). There are various reasons which require strategic change in the management of an organisation such as to seek out new opportunities in the market. Opportunities may include growth and expansion opportunities and also to attain the competitive advantage in the market. It is the most apt approach to review previous operation with the strategic new goals. As it narrows the performance gap of the organisation, it supports the management team in proficiency to achieve the objectives and goals of the organisation. In addition to this, internal and external pressures of the organisation are also notable reason for the change. Internal pressure embraces entrepreneurship, management and restructuring of the organisation whereas, globalisation, competition, technology, legislation and economic pressure involves in the external factors (Cameron and Green, 2015). One of the leading reasons for change is the fast and continuous change in the technology in the market. Emergence of new technology forces a company to cater new and innovative products in the market. To escape from crisis in the industry or market is another effect of change of management. Moreover, it may be also a consequence of static business activities which enforce them to change their management and result in new goals and growth of the organisation. In the same way, changes are the reason for flowing new energy and positive attitude in the organisation. It can be the need to stop the failing products and services in the market provided by the organisation (Pablos, et. al., 2016). Lastly, it can be associated with the acquisitions and mergers recently occurred in the organisation that has affected the organisation negatively. To overcome these negativity and modification in the way of working strategic change management in the organisation is an efficient and effective approach. Factors driving the need for strategic change in the organisation Factors that influence the requirement of strategic change in management are divided into two forces that are External force and internal force. External forces are the pressure outside the organisation which cannot be controlled by the organisation and needs to be addressed for the survival of the organisation (Hussey, 2000). It includes political forces related to temporary environment for an organisation but has a strong effect on its products and services. Economical forces connected with the economy pressure on markets and industry of entire country. Technological force is one of the major pressure arises due to vast competition, companies are seeking for innovative products and better than competitors that led to frequent and rapid change in the technology. Government forces are the pressure which is different in each country example deregulation, foreign exchange, suspension agreement, antitrust laws and protectionism. Additionally, augmented global competition also constrains any organisation for continuous and fast change of products and services accordingly. Incorporation of information technology is the biggest support for an organisation along with the innovation in products and services through research and development department (Cameron and Green, 2015). Additionally, changes in the customers desires, needs and preferences are factors that cannot be controlled by the organisation. Changing trends, fashions and designs influences the choice of the customers as well as vast options are available in the market that confuses and directs their choice of buying. Internal forces embroils system dynamics with is concerned with the dominant groups of the organisation, integrated technology, informal and formal relationship within the organisation and intrinsic politics influences the organisational change. Furthermore, inadequacy of administrative process related to the rules, regulations and revision of goals and objectives. Likewise, individual/group speculations that meant to be satisfied for the greater productivity and better performance (Hussey, 2000) are also related to the internal forces. Structure focused change is decentralisation, downsizing and job redesigning that effects the cost and profitability of the organisation in a positive way. Other forces are technology change, person focused change, profitability issues and resource constraints that docile the change in management. The resources implications of the organisation not responding to strategic change Effective and systematic implementation of the strategic changes is crucial for any organisation. Coupled with the strong and effective response of the organisation is equally essential. However, if the organisation does not respond properly, it will harm the organisation drastically in terms of loss of market shares, finances, liquidation, and inability of production and loss of employment (Hussain, et al. 2016). Thus, cogent execution of strategic change management is paramount for an organisation to save its resources and future. In financial or economic crisis, strategic change is an essential part and bound to be responded positively by the organisation. Redesigning and restructuring of the organisation is a must for an organisation for the survival and protection for liquidation in crisis. Furthermore, it is crucial as well as urgent need for a company to complete the change process timely. The attainment of competitive advantage in the crisis is also not possible without addressing the strategic changes of the company effectively (Hussain, et al. 2016). Hence, it can be implicated with the above observation that an organisation should respond to the strategic changes in a positive way to resolve the problems and for the future growth of the organisation. 3.Develop system to involve stakeholders in change Active participation of team members and employees is a serious aspects while implementation of change management to gain the most out of the strategic change. Stakeholders are the key for success for any organisation without their support it is next to impossible to execute any crucial plan and develop (McCalman, et al., 2015). Nonetheless, if leaders of the organisation plan, organise, establish and monitor the process carefully, the participation of stakeholders can be optimised. Some of the points should be noticed at the time of planning cordially. Each and every stakeholder should assist and participate in the change of management directly or indirectly. Communication between the management and stakeholders should be sound and coherent. Conclusive orders should be avoided to emerge dissatisfaction among stakeholders. Thus, discussion and suggestions of stakeholders should be welcomed so that it brings commitment and loyalty of the team members (McCalman, et al., 2015). Furthermore, credibility and confidence on the management team by the stakeholders can only be gained if there is a fair transparency and honesty is promoted among them. The accurate reason for change should be communicated to the team members without hiding the details. While discussion listen to the stakeholders suggestion, follow-up questions and even repeat the information if needed. This will encourage them to share their views plus they will feel important to the organisation. Thus, proper articulation of information is must every now and then in the organisation. In case of any issue between stakeholders and management, try to solve it as early as possible (McCalman, et al., 2015). Convince them to agree on management terms with full consent and acceptance with minute adjustments. Difference in the opinion, feedbacks and comments should also be welcomed and handled properly to avoid the rebelliousness. Communicate and interact with the stakeholders frequently and organise meetings, if necessary. Try to fix it with relating their prospective with the strategic goal and managements goals. Create a change management strategy involving stakeholders There are seven steps that have to be followed to create a strategy change management with the help of stakeholders. First, Communication- foremost part of the strategy change integrating stakeholders is to inform them properly about the change and related queries such as need and how to implement these changes in the organisation (Whitley and Glaser, 2014). The methods of communication entail physical interaction, e-mailing, surveys, voting, questionnaire and interviews. Second, Introduction and Invitation- to introduce the strategic change direct meets should be arranged between business heads and top level management. Third, Need- the top management and business head should articulate the reason and strategy behind the change of management in the meeting. Forth, to document the minutes of the meeting along with hard copies of the change management should be circulated among stakeholders and welcoming their reviews on it (Whitley and Glaser, 2014). Fifth, Resolution of issues and change implementation- this involves the solution of feedbacks regarding change and convincing them on importance of change. Finally, Team selection- potential employees should be selected for the team formation concerned with the change management and lead the process effectively and efficiently. Evaluate the above system For an organisation stakeholders have a valuable position and no stakeholder should be taken for granted in every stage of change in organisation. The feeling of belongingness and confidence in the management is a product of clear communication by the management to the stakeholders. Along with this, it is very important in the process of change that the stakeholders will be taken seriously and sincerely (Yaeger and Sorensen, 2009). The organisation should always request and accept their reviews to motivate and encourage their participation in the process of change. In addition to this, their queries and concerns are addressed carefully. The aim of the management should be related with the strong comprehension between stakeholders and management regarding goals and objectives of the organisation. There are certain strategies that can ensure the stakeholder participation in the change such as outplacement strategy, containment strategy and engagement strategy. Engagement strategy- it is a very influential scheme by communicating and convincing the majority of the stakeholders for the change in an organisation. On the other hand, doubtful people will be convinced by this majority of convinced stakeholders. Thus, focus of the organisation to engage maximum people in the process by acceptance and convincing them. Outplacement strategy- this strategy is to eliminate the stakeholders if they are adamant and persistently resist for the change management (Yaeger and Sorensen, 2009). Another is containment strategy- this theory emphasis on the resistance and considering the reasons seriously due to the people behind it may have skills, special knowledge and experience behind it. Thus, the vision and concern for opposition should be looked and adjusted accordingly to add value and correction in the process of change management. Create a strategy for managing resistance to change Although, the feedbacks of the stakeholders may have positive as well as negative reviews on the change management, but can always be handled strategically by the managerial skills and abilities. There are some points which can be enlightened and concerned while handling the opposition of the stakeholders. Foremost is support and encourage the stakeholders by make them realise responsibility towards organisation and motivating them for the change (Sabri and Sabri-Matanagh, 2013). Their confidence and inspiration for the change should be set up, so that they become loyal and commitment towards organisation and sacrifice their personal goals where needed. Next is, dialogue and agreements between stakeholders and management on the resisting matters. The reason for protests should be deal around the table and adjustments from both the sides to resolve the issue should be encouraged. After that, openness and participation of stakeholders in the strategic change to make it effective should be improved and encouraged. The participation of stakeholders, active or collective, direct or indirect should be vitalised to realise their sense of belongingness in the organisation. Education and communication is the another aspect which should also be highlighted while resolving issues. Misunderstanding and unclear communication leads to most of the tensions in the organisation (Sabri and Sabri-Matanagh, 2013). Thus, the power of good and sound communication should never be underestimated. Effective communication with the help of skilled personnel change management could be elaborated to the stakeholders. Decision making of the stakeholders will be influenced with the diplomatic, cognizant and clear communication to the stakeholder to influence their decision positively. 4.Appropriate model for change For any successful application of change management it is vital to plan it systematic and step by step. In this regard 5 factors affect are responsible for the success of the implementation of change process (Longmore, 2014). 1) Coherent vision and goal- the planning should be logically arranged and with a view of continuity and sustainability. It will also help in achieving competitive advantage, thus requires consistency. 2) Human resource management- stakeholders are the important part of the change thus treated as valuable assets. They are being motivated and inspired to achieve the organisational goal which helps in promoting their loyalty and commitment towards organisation. 3) Leadership is a very crucial aspect of the organisation which making any change in the organisation. A good leader is always acts as a role model for its followers. Likewise, management is very much responsible to provide suitable environment to the stakeholders and team members to adopt the change by establishing sense of direction and responsibility towards the organisational goals achievement (Longmore, 2014). 4) Linking strategic and operational changes to make the implementation of the changes more flexible and commuting towards strategic goals. 5) Reviewing the environment, internal as well as external factors that influence the change decision will be checked accordingly. Implementation of model for change To commute the strategy goals and make stakeholders realise after results of the change management will help the implementation more effectively and fast. Despite that management and decision makers of the organisation should always acknowledge about the merits and demerits of its execution in the organisation (Reed and Bogardus, 2015). Some point should be reviewed twice before applying it in the organisation at the time of planning by the decision makers. The complete plan comprising strategies theories schedules and stages of change should analyse properly. The stakeholders should be convinced and their acceptance should be focused to attain the majority. The role of stakeholders should be communicated effectively and the whole application should be explained efficaciously. Once the execution of the change is done successfully, stakeholder must be motivated and inspired with rewards and benefits. Along with this, implementation is a long term process and hence needs a special attention through training facilities for stakeholders as well as team members (Reed and Bogardus, 2015). Records and accounting of the whole change process will be done. Moreover, throughout adjustments in the strategies should be done with the requirement and need. Lastly, Evaluation of the progress will be measured again to acknowledge the position and direction to reach strategic goal. After control and monitoring of the whole change process should be programmed by the management for optimum effectiveness. Appropriate measures to monitor progress Some of the famous performance measure to ensure the progress supervision is as follows: The first measure is review and evaluation of the performance in which the progress should be watched time to time by the management. The reviews will be always matched with the projected goals and objectives of the organisation (Remme, et al., 2008). It will evaluate the weaknesses in the strategy on time and corrective measures can be taken accordingly. Furthermore, 180 and 360 degree method is to monitor the performance individual as well group members (Remme, et al., 2008). It is basically used for the rewards and bonus to the employees according to their performance in the process of change management. Balanced scorecard is another way to evaluate the performance and progress encompassing the financial, growth, business functions and learning factors that decides the organisation strategic goals and its achievement (Remme, et al., 2008). It also includes the prospective of customer in deciding the ultimate performance of the organisation. Conclusion From the above discussion it can be implicated that the change management is based on some of the main factors that decides its successful complementation in the organisation. Foremost is the planning which defines the need and requirement of the change influenced by intrinsic and explicit factors. Second is communication of the strategic change to the team members and stakeholders of the organisation. Along with this, it is crucial to ensure the involvement of the stakeholders active participation in the process of change. Moreover, it has been done with the systematic and logical way if opposition is being faced on the change. Lastly, there are some methods to review the performance and make it effective and successful for a long time. References ASL, G. 2015. Organizational Change Management Strategies in Modern Business. IGI Global. Cameron, E., and Green, M. 2015. Making Sense of Change Management: A Complete Guide to the Models, Tools and Techniques of Organizational Change. 4th ed. Kogan Page Publishers. Cummings, T. G., and Worley, C.G. 2014.Organization Development and Change.10th ed.Cengage Learning. Graetz, F., et al. 2012. Managing Organisational Change. 3rd ed. John Wiley Sons. Griffin, R. W., and Moorhead, G. 2011. Organizational Behaviour. 10th ed. Cengage Learning. Hiatt, J. 2006. ADKAR: A Model for Change in Business, Government, and Our Community. Prosci. Hussain, S. T., et al. 2016. Kurt Lewin's process model for organizational change: The role of leadership and employee involvement: A critical review. Journal of Innovation and Knowledge. Hussey, D. E. 2000. How to Manage Organisational Change. Kogan Page Publishers. Kotter, J. P. 2012. Leading Change. Harvard Business Press. Longmore. 2014. Tackling the Wicked Challenge of Strategic Change. Author House. McCalman, J. et al. 2015. Change Management: A Guide to Effective Implementation. 4th ed. SAGE. Pablos, O., et. al. 2016. Advances in Human Resources Management and Organizational Development. IGI Global. Reed, S. M. 2017. A Guide to the Human Resource Body of Knowledge. John Wiley Sons. Reed, S. M., and Bogardus, A. M. 2015. PHR / SPHR Professional in Human Resources. John Wiley Sons. Remme, J.et al. 2008. Leadership, Change and Responsibility. Meyer Meyer Verlag. Sabri, S., and Sabri-Matanagh, S. 2013. Organizational Development and Strategic Change. Academics Publishing. Simms, H. 2008. Organisational Behaviour and Change Management. Select Knowledge Limited. Talloo, 2007. Business Organisation Management. Tata McGraw-Hill Education. Whitley, R., and Glaser, J. 2014. Organisational Transformation and Scientific Change: The Impact of Institutional Restructuring on Universities and Intellectual Innovation. Emerald Group Publishing. Yaeger, T. F., and Sorensen, P. F. 2009. Strategic Organization Development: Managing Change for Success. IAP.

Sustainability of Wastewater Treatment Systems

Question: Discuss about the Sustainability of Wastewater Treatment Systems. Answer: Introduction: The conventional wastewater solutions were not integrated, as these solutions make the recovery of resources difficult, including water, energy and nutrients. However, in contrast, new technologies are offering a range of alternative solutions for sustainable wastewater management. The key question in current context is whether it is possible to attain more sustainable urban water management by improvement of existing centralised systems or if it is crucial to implement new decentralized systems. The changed perspective for sustainability triggers the implementation of change. While switching over a decentralized aspect, close evaluation is needed into the sustainability of different systems in different situations (Balkema et al., 2002). As the changed process also has disadvantages, thus, before implementation, trade-offs should be considered crucially. In this paper, author summarizes multi-criteria assessment for sustainability of waste water treatment system. This method include s the use of sustainability indicators in multi objective optimisation, thereby aiding the community to select more suitable options. A number of sustainability indicators have been highlighted in the wastewater treatment systems. During the assessment phase, the sustainability indicators should be discussed. There are several sustainability indicators, based on which the suitable solutions are determined for a waste water management process. Four types of sustainability indicators have been discussed in this paper. The functional indicators help to determine the minimum technical requirement for the sustainability solution. For instance, effluent quality, adaptability, durability, reliability, maintenance required, robustness etc are functional indicator. The second one is economic indicators which are crucial during the section of the appropriate technology for the practical situation (Balkema et al., 2002). The commonly used indicators include the investment, operation, affordability, labour and effectiveness. The third indicator is environmental indicator. Environmental indicators are important for analyzing the resource utilization for addressing nutrients, water and energy. The indicators are resource ut ilization, biodiversity, lad fertility, land area and others, as indicated in several previous literatures. The fourth sustainability indicator is social-cultural indicator, which are hard to be quantified and thus, these two indicators are often misled. However, these two sustainability indicators have a significant role in technology implementation. The role of these indicators is especially highlighted, when the end-user is directly involved like in small scale onsite treatment, sanitation and water use. There is different use of these indictors in different circumstances (Balkema et al., 2002). For instance, in case of institutional requirements, different regulations and control mechanisms are required for different wastewater treatment. In case of acceptance, regarding waste management and sanitation, people from different culture would have different perspectives. In case of expertise, a notable level of expertise is required for installation and operation. All of these indicators are quantifiable, via cost calculation, measurement or enquiries. The indicators have both potential advantages and disadvantages. For instance, one potential advantage is stimulation of sustainable behaviour, in contrast, one disadvantage is acceptance, which may vary within different communities, due to diverse perspectives of community and technology users (Balkema et al., 2002). This paper analyzed the in-depth methodology of sustainability assessment in a system analysis with the use of multi-disciplinary set of sustainability indicators. Authors finally highlighted the crucial sustainability indicators; those include organic matter, cost, nutrient and land area. Reference Balkema, A. J., Preisig, H. A., Otterpohl, R., Lambert, F. J. (2002). Indicators for the sustainability assessment of wastewater treatment systems.Urban water,4(2), 153-161.

DUI Essay Essay Example

DUI Essay Essay Driving drunk is the act of operating a vehicle under the influence of alcohol, and a DUI is driving under the influence of other mind altering drugs. This doesnt only apply to cars and trucks but also planes, boats, farming vehicles, and even a horse buggy. Driving while intoxicated, also known as DWI is illegal almost everywhere in the united states. It is a crime in the state of New York, and can include penalties of losing your license, getting fines, and even Jail time. To determine how drunk you are, cops use a method called measuring someones BAC. BAC stands for blood alcohol content and any BAC reading . and higher is legally drunk in the state of New York. Nationally, 12. 8% of all drivers involved in fatal accidents during 2001 are known to have been intoxicated according to the BAC laws of their state. This number is based on a examination of the official records of each and every accident involving a fatality during that year in the US. It is based on factual evidence ra ther than on estimates or even guesses. The higher number (about 39%) commonly reported in the press refers to accidents in which there was believed to have been some alcohol consumed by anyone associated with the accident. For example, if a person who was believed to ave consumed any alcohol is stopped at a red light and is rear-ended by an inattentive completely sober driver, that accident is considered to be alcohol-related. Many factors contribute to blood alcohol content; such as the amount of alcohol you drink, how much you weigh, what youVe eaten since you drank, and how much time has passed. The best way to get sober before you drive is to wait. Your body absorbs alcohol at the rate of one drink per hour, so depending on how much you drink youll be waiting a long time. We will write a custom essay sample on DUI Essay specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on DUI Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on DUI Essay specifically for you FOR ONLY $16.38 $13.9/page Hire Writer When a person drinks their reaction times are slowed and even doing simple tasks are challenging. That is why its dangerous for a erson under the influence to operate a car or truck. Every year thousands of people die due to drunk drivers, its a horrible statistic that leaves many familys sad, confused, and lost without their loved ones. Drinking and driving is something that should be taken very seriously. The BAC is different for drivers above and below 21 . If you are under aged then you should not be drinking alcohol in the first place. The BAC for a person under 21 is anything more than . 02. This is also referred to as the Zero Tolerance Law, anyone under 21 who drives with a . 02-. 07 BAC violates the law and can be fined with their icense suspended for 6 months. The penalties are in fact different depending on your age. When youre under 21 , you do not face Jail time and the fines are only around $100-$125. People 21 and older face prison and fines between $500 and $1000. Both people under 21 and over 21 face their license being suspended or revoked (below 21 suspended. Above 21- revoked. . Teens have many reasons for drinking and driving, like peer pressure, a lot of pressure is exerted on the non-drinker to drink with the group of friends. Most teenagers want to be accepted, but they make the wrong choices even thought they re familiar with D. W. I. Also like many adult drinkers, teens like to get together with a group and drink to relax and unwind. The teen years are an emotional time for many people because of situations at home, school, and dating for example. A lot of them feel alcohol offers a chance to unwind and get away from reality. Teenagers and pre- teenagers are very impressionable. If alcohol use and excessive drinking is treated lightly in the house, the teen can develop positive attitudes toward drinking. The constant barrage of ads in the newspapers, magazines and on T. V. portray drinking o be cool and a lot of fun for all those who are doing it. A lot of teens like to drink because it allows them to rebel against the law and their parents because its illegal. Its estimated that a dwi accident occurs every 32 minutes. An alcohol-related, fatal crash is one that was reported by a law enforcer and involved a driver or a non driver like a pedestrian with a blood alcohol concentration of 0. 01 grams per deciliter or greater. In 1997, 16,189 alcohol-related fatalities occurred, 38. 6% of the total fatalities for the year. Nearly one-third of the pedestrians 16 years or older who were killed by utomobiles were intoxicated, (had a BAC of 0. 01 g/dl). In 1997, of all fatal crashes that took place on weekdays involved alcohol; This percentage increased to 52% on weekends. For all crashes, the alcohol involvement on weekends was 12% and on weekdays, 5%. In 1996 and 1997, approximately 1. 5 million individuals were arrested for drunk or drugged driving. This is a ratio of one out of every 122 licensed vehicle operators. I agree with the laws, They are not too harsh, but at the same time they get the point across. If you are caught drunk driving you should pay the full price because ou are putting your own life and countless other lives on the line by making one bad decision. I think that if you are under 21 and have even a BAC of . 01, you should still get fined and your license revoked, because you shouldnt be drinking anyway. If your too immature to make the right decision and not drive drunk then your arent mature enough to operate a vehicle. I also think that you should go to Jail if your under 21 and get caught a 2nd time drunk driving. Drinking and driving again Just shows that you did not learn your lesson the first time, and now your going to pay the price.

Learn How to Use Full Free Essay Sample of Tale of Two Cities Character Compariosn Carton

Learn How to Use Full Free Essay Sample of Tale of Two Cities Character Compariosn CartonYou should never run out of full, free essay sample of tale of two cities character compariosn cartons an. With the application of these samples, you can make the assignment a lot easier for yourself.A full free essay sample of tale of two cities character compariosn carton and can make your study easy and comfortable as well. It will give you a general idea about how you will use the papers that you have to produce. If you are not used to studying for assignments or exams, it is a good idea to prepare yourself before you submit them.Before you get started on any essay or exam, you must make sure that you are mentally ready. The reason for this is that an essay can be very tiring and taxing. If you are unprepared, you will not be able to concentrate. If you do not prepare yourself in advance, you will not be able to find the right notes for the composition of your essay.When you decide to take up an essay or exam, make sure that you also purchase all the materials that you need beforehand. This is because the instructor may ask you to bring in some samples of essays that you have already submitted for review. He or she may also ask you to prepare a list of examples that you would like to be read by the class. Therefore, you should know what you are going to use for reference as soon as possible.Some full free essay sample of tale of two cities character compariosn carton and can help you develop a unique personality for each individual. You should know how to express yourself in a way that would be appealing to others. Writing abouta very specific individual that you are talking about would be a great idea.There are many characters that you could choose from when you are writing. You could use one for all, or you could use several characters for different people, such as the ladies, kids, and the military personnel. In addition, you could also use various types of animals a nd mythical creatures as characters.When you create a real person or character that you want to use as your example, it is a good idea to research it before you begin to write. You should also do some research on the background and personality of the character. When you do this, you can have more fun in your writing.The full free essay sample of tale of two cities character compariosn carton and should be prepared while you are writing. You should make sure that you have chosen a topic that you are interested in and that you have also researched what it is like to live with that character. Remember that these are just examples of the type of essay samples that you can use.

Shopping in English Vocabulary

Shopping in English Vocabulary Use  polite questions  when shopping or helping a customer in a shop. Polite questions are asked with could, may, and would. You can also ask for advice in shops using should. Shopping for a Sweater Shop assistant: May I help you?Customer: Yes, Im looking for a sweater. Shop assistant: What size are you?Customer: Im an extra large. Shop assistant: Would you like a plain sweater or something else?​Customer: Im looking for a plain blue sweater. Shop assistant: How about this one?Customer: Yes, thats nice. Could I try it on? Shop assistant: Certainly, the changing rooms are over there.Customer: Thank you. (goes into a changing room to try on the sweater) Shop assistant: How does it fit?Customer: Its too large. Do you have a large? Shop assistant: Yes, here you are. Would you like to try it on to see if it fits?Customer: No thats Okay. Thank you. Ill take it. Im also looking for some nice slacks. Shop assistant: Great. We have some very nice wool slacks over here. Would you like to take a look?Customer: Yes, thanks for your help.   Shop assistant: What are your measurements?Customer: Im a 38 waist and a 32 inseam. Shop assistant: What do you think about these?Customer: Theyre nice, but Id prefer cotton trousers if you have them. Shop assistant: Certainly, our summer slacks collection is over here. How about these?Customer: Yes, I like those. Do you have them in grey as well? Shop assistant: Yes, heres a pair. You said you the measurements are 38 by 32, didnt you?Customer: Yes, thats correct. Ill go try them on. Shop assistant: Let me know if you need any help.​Customer: Thank you. (comes back) These are great. So, that makes one sweater and a pair of grey slacks. Shop assistant: ​OK, how would you like to pay?Customer: Do you take credit cards? Shop assistant: Yes, we do. Visa, Master Card, and American Express.Customer: OK, heres my Visa. Shop assistant: Thank you. Have a nice day!Customer: Thank you, goodbye. Key Vocabulary Phrases Could / May I help you?Could I try it (them) on?How does it fit?How would you like to pay?Im looking for...Id prefer... Words Changing roomsSize - extra small, small, medium, large, extra large - Used with standard measurementsMeasurements - used with specific measurements for trousers, suits, etc.  Shop assistant/store clerkTrousers/Slacks/PantsWaist  Inseam  Credit cards Quiz Provide the missing word to fill in the gaps to complete this conversation with a store clerk.   Store clerk: Hello, _____  I help you find anything?​Customer: Yes, Im looking _____  a blouse and some matching trousers. Store clerk: Great. What _____  would you like?Customer: Im _____  for a white blouse and black trousers. Theyre for an important job interview. Store clerk: Okay. Please follow me to the business apparel section.Customer: Thanks for your help. Store clerk:  Its my pleasure. Do you see anything you like?​Customer: Yes, that blouse looks nice. Store clerk: What _____  are you?​Customer: Im a small. Now, lets take a look at the pants. Store clerk: These are nice. Would you like to _____  them on?Customer: Do you have anything else? Store clerk: Yes, we also have these trousers.Customer: I like those, Ill try those _____  . Store clerk: What are your _____  ?Customer: I have a 26 waist and 32 inseam. Store clerk: Heres a pair. Would you like to try them on?Customer: Yes, wheres the _____  ? Store clerk: You can try them on over there.Customer: Thank you. (tries the clothing on, walks out of the changing room to show the store clerk) What do you think? Store clerk: You look fantastic! Im sure youll get that job!Customer: Thanks! Ill take them. Store clerk: Would you like to _____  by cash or by credit card?Customer: _____  , please. Heres my visa card. Store clerk: Thank you. That will be $145. Answers May/could/canForColorSizeTryOnMeasurementsChanging roomPayCredit card

History of Nursing Higher Education Essay Example | Topics and Well Written Essays - 1000 words

History of Nursing Higher Education - Essay Example Distance education has made it possible for those who wish to go into the nursing field to acquire their degrees-at least partially-and to attend classes in their field from home or from wherever there is an Internet connection. Nursing students do not need to live in the same area as the school in order to attend, which is definitely a huge change from traditional nursing education. The infusion of technology that has accompanied distance education has also brought other benefits to nursing education. Nursing students now have better equipment to practice on, such as more advanced patient simulators and patient care devices, and better resources from which to obtain knowledge, such as the Internet and vast online libraries. According to the American Association of Colleges of Nursing (2008, pg. 2), "Technological advances are increasing opportunities to improve dramatically the quality of and access to nursing education. Further, technology affords increased collaboration among nursing faculties in teaching, practice, and research. Careful use of technology in education may well enhance the profession's ability to educate nurses for practice, prepare future nurse educators, and advance nursing science in an era when the number of professional nurses, qualified nurse faculty and nurse researchers is well below national need. To take full advantage of technology in education, several factors need to be addressed by nursing and other leaders in education and health care institutions, as well as by external funders and policy makers." Distance education has also made it possible for people from all over the world to become nurses that might not have been able to otherwise. This means that it necessarily increases the multicultural aspects of the field. It opens the doors of opportunity into the field for those who want to become nurses, but may not have the time to study at a traditional institution. Many distance learners are working adults who are very concerned with aspects such as time management when it comes to advancing their careers (White, 2003). Nursing Shortage According to the American Association of Colleges of Nursing (2008): The United States is in the midst of a nursing shortage that is expected to intensify as baby boomers age and the need for health care grows. Compounding the problem is the fact that nursing colleges and universities across the country are struggling to expand enrollment levels to meet the rising demand for nursing care. The American Association of Colleges of Nursing (AACN) is concerned about the shortage of Registered Nurses (RNs) and is working with schools, policy makers, kindred organizations, and the media to bring attention to this health care crisis. AACN is working to enact legislation, identify strategies, and form collaborations to address the nursing shortage. A nursing shortage means that there is a serious need for recruitment into nursing schools. This can be challenging with biological scares such as MRSA, which will be discussed in the subsequent section of this assignment (Goold, 2006). MRSA According to Replidyne (2008, pg. 1), "Methicillin-resistant S. aureus (MRSA) is a type of Staphylococcus aureus resistant to certain

Prospective Analysis Assignment Example | Topics and Well Written Essays - 750 words

Prospective Analysis - Assignment Example The random walk model outlines that the stock price or earnings change have same distributions and are independent of each other thus past movements of stock price or earnings cannot be used to predict the future stock price movement. I disagree with John’s forecast strategy since the assumption of unchanging mean and variance is debatable. b. A merger or acquisition is will increase the future net income due to higher sales growth and more revenue generation from the acquisition. The merger or acquisition will reduce competition thus enhance the future net income. The best model that describes a better pattern of the earnings per share is the mean-reversion model since competition in the market will drive abnormal levels of profits to mean while reinvestment of the earnings will likely earn more levels of earnings. According to many analysts, the Earnings Factory is a ‘darling’ of the ASX. Its current market price $ 15 per share and its book value is $ 5 per share. Analysts forecast that the organisation’s book value will grow by 10 per cent per year indefinitely and the cost of equity is 15 per cent. The market’s expectation of the organisation’s long-term average ROE is calculated as follows; Companies with a high ROE can have a low PE ratio when the investors expect the firm will continue generate positive abnormal ROEs. The PE ratio is the market price per share divided by the earnings per