Ghetto Definition - 870 Words

Nicole Telesky The origin of a words definition can often be traced back years, decades or even centuries, thus allowing enough time for manipulation of its meaning to occur to where eventually the word becomes a commonly used, often randomly with little regard to its primary meaning. Such is the word â€Å"ghetto†. This word can be traced back into sixteenth century and here the twenty-first century, this original word has become part of our culture, but its current definition is far from original. The word ghetto has always been used to acknowledge a particular section of an area. In Venice Italy, it was used to describe neighborhoods where the city markets were located. The meaning then signified where the Jews in†¦show more content†¦Or if you are wearing something you feel is really cool, you call yourself ghetto and throw up a peace sign, even if you’re dressed like your going to Disney World. These multiple uses have nothing significant to do with the a ctual word, yet people still think they sound culturally correct. So how should ghetto be used? It should be used by its original meaning, an area with people who are not a s well off, people who struggle and work hard. Similar to some of its other uses, it should describe the particular culture that comes from modern ghettos, like the street smarts and tough emotions. This should not be used stereotypically, just as a description. The only time it should be used in a proud way is when someone is talking about their past and how much they worked to improve their lifestyle. Ghetto was never a positive word, so its meaning should rarely be positive. Often people from the ghetto mock being ghetto, not advise it. People continually use the word in a correct form or in a stupid fashion. With any word, people should take into context the words original meaning. No word should change to a complete opposite connotation. Chances are, people still consider the past definition and find new one s offensive. The word ghetto should be used in this manner, arguing against the popular popShow MoreRelatedHistorical And Contemporary Of Ghetto1582 Words   |  7 PagesGhetto, the word so frequently and severely misused due to the lack of attention to its historical and social contexts. A word with a bevy of associations due to some of the characteristics of a ghetto. A ghetto arises partially due to the forced spatial enclosure of the group through de jure or de facto segregation, yet the enclosed group is ridiculed for something they have no control over. Effectively, the lack of information contributes to mindsets and behaviors that instill a prejudicial behaviorRead MoreThe Holocaust Of The Nazi Party791 Words   |  4 Pagesin cramp insect-infested barracks. But before that the German people were forced to undergo test to make sure they were â€Å"German†. 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Management Organizational Changes Fector

Question: Discuss about the Management Organizational Changes Fector. Answer: Introduction Each and every organization needs to adopt the change in order to sustain in this competitive world. On the other hand, the role of HR manager is one of the critical factors that influence the impact of change on the organization. Besides that, Dubai Financial Market is one of the most reliable supermarket chains of the UAE. Various types of factors and approaches which involved managing change will be discussed in this report. Also, the impact of change on the employees and the stakeholders will also be explained in this paper through proper arguments and justification. Moreover, how the management of Dubai Financial Market manages change by implementing innovative idea and techniques that also is focused on this assessment. Apart from that, this report is based on the change management that will enhance the performance of Dubai Financial Market by improving the Human Resource Management. Also, the selection and recruitment system are the significant elements which influence a succe ssful change process. Internal and external factors for change management Today, business is moving fast, and change is needed to develop the business in a proper way. Change is needed in Dubai Financial Market to meet the new demands of the customers. Based on technology, a change that results from the adjustment of new technology is standard in most organizations. Change can lead to the development of economic and financial situation of the company. A strong economy of the company states that the organization will be engaged in recruiting new skilled staffs and employees (Alexeev, 2014). Moreover, a change also leads to competitive advantage. A change management has internal and external forces which are described below: External factors Competition- change is needed in the competitive landscape like mergers and acquisition, offering of new products, bankruptcies and so on. These changes impact the operation and strategy of Dubai Financial Market (Call for Papers: Journal of Change Management, 2015). Technology- The technological changes are a constant threat and it embraces new technologies ahead of the competition needs flexibility. If Dubai Financial Market can implement a unique technology, then they can achieve future objectives. New Laws and practices Several researches and theories say that newly created and identified laws could dramatically change the way in which operations are conducted in the organisation. For example, nowadays companies have to spare certain percentage of their profit to contribute in the field of social responsibility and environment sustainability. Failing to keep in pace with new legislations may affect the companys reputation. Globalization Globalisation is one of the factors which majorly affect the organisation. With an advent of globalization, an organisation needs to adopt the global product, services, culture, people, and religion locally (boundless.com, 2016). Internal factors Change in Management- A management change includes new CEO which impact on corporate strategy and culture. The management change also includes identification of risk associated with the business (Change management, 2007). Restructuring the organization- Organizational restructuring is an internal factor for change management. The development of new strategy or modifying the existing one helps to grow the business. Besides, training is needed during change management. Intrapreneurship When we talk about internal factors which drive change in an organisation, the Intrapreneurship cant be missed out. Irrespective of the external ideas and changes in the environment, there are possibilities where new creative opinions arise within the wall of organisation. People within the company can carry different thoughts and ideas to change the existing system and that needs certain internal reconsideration. Impact of change management on the organization A modification of an organization affects the company positively or negatively. Change can lead to the employee turnover. Some of the employees of Dubai Financial Market may not like the change and wants to leave the company. At that time, new employees are hired. If the change is technological change, the hiring of new skilled employees benefits the company. After the change, the company can respond faster to the demands of the customer (Fernndez-Prez, Fuentes-Fuentes and Bojica, 2012). It also helps to align the existing resources within the enterprise. Besides that, an effective change in a particular business reduces the risk connected with the firm. It also helps in managing the cost of change. Three ways by which change management impact on the organization: Communication- New channels of communication are opened after a change management. After the modification, Dubai Financial Market should improve the communication process or modify them so that they can deal with the customer appropriately. Coping with change- Both the organizations and the employees need to address the modification. The effectiveness and efficiency of Dubai Financial Market are maintained by acknowledging the concerns of employees (Newton, 2010). The coping process increases trust and confidence among the workers of Dubai Financial Market. Capturing learning After the change, the existing members of the company needs to capture fast the new rules and regulation of the enterprise. The rapid learning technique made an average employee and experienced one (Greener and Hughes, 2006). More knowledge will lead to an increase of more experience level. Role of approaches with a process of the change management There are various types of approaches are engaged in the process of change management implementation. One of the major approaches is selection process of efficient HR manager, active communication system, and employee retention. Each and every factor are related to employee performance, organization structure and culture. In other sense, the recruitment process that is in use within the organization and influenced by three major approaches such as communicate with candidate deeply, analyse the knowledge of candidate and determining decision-making sense in the difficult situation. On the other hand, the management of Dubai Financial Market needs to focus on the Human Resource department and appoint efficient HR managers who eligible to recruit appropriate employees for the organization. In other sense, the HR managers should strictly conduct the interview process and analyze the ability of the candidates (Newton, 2010). First of all, HR managers should provide the laptop to display i ndividual projects of the candidates. Besides that, with the help of the internet, the HR managers can identify and justify the personal details of the candidates through accessing various resources. In other words, the management should provide effective training to each and employees who get selected by the HRM of Dubai Financial Market. Behavioural response of change inside the organization After a change takes place in an organization, a change in the behaviour of the employees is observed. Some of the employees fear the unknown, and they get worried about the change. As a result, there are three behavioural responses in the organization to those who are interested in participating in the change management. They enrol themselves in the modification. They get training on adapting the new situation of the company. The individuals devote their energy and time to the particular moment. The individuals accept and face the challenges which arise during a change procedure. Besides that many employees could not properly adopt changes which recently occur in the organization. As a result, the managers have to pay additional time to rearrange the activities of the employees. In addition, the behaviour of employees becomes violent when the authority declares the notice of required training for change management (Fernndez-Prez, Fuentes-Fuentes and Bojica, 2012). Moreover, the resp onse of HR manager will become mature and he/she helps the employees to adopt change in the organization. On the other hand, efficient and intelligent employees started to behave more obediently with the management for promotion through employee performance. Model for change management Let us now discuss the several models for change management. These models will demonstrate how the change can be cultivated and managed within the organisation with minimum opposition. The report will study three change management models which are given by Lewin, Kotter, and McKinsey (Normandin, 2012). The first model is Lewins model where there are three stages: Un-freeze, transition and refreeze the moment. Here, first we would motivate people to change their perspective, convince them for a change and then implement the change in the organisation. The second model is about 7 S Mckinsey model which says that change is the integral part of any organisation when it expands its business in new demographics or places. It has to identify the possible opportunities and threats in order to avoid the uncertainty. It covers seven aspects of the system Shared values, Strategy, Structure, Systems, Style, Staff, Skill. The third model is about Kotters change model where the author emphasis on the need for change in an organisation. It follows the seven step process to execute the change at the workplace. It is a little bit lengthy process to follow all seven steps which are Increase the urgency for change, Build a team dedicated to change, Create the vision for change, Communicate the need for change, Empower staff with the ability to change, Create short term goals, Stay persistent, Make the change permanent. Implement Lewins model for managing change in an organisation Out of the three, Lewins model is broadly utilized by many of organisation in todays corporate world and I would like to implement this model in my organisation. Unfreeze It is observed that people resist the change strongly. So in order to make the change process smooth, we need to motivate people by explaining the benefits of change in their work life and career. It will help us to unfreeze the moment. And then we can go to transition stage. Transition When we unfreeze the resistance, it means that the change has originated. The employees will move towards the transition phase and change the direction of thoughts. This stage will last for some time and here employees can be led as per the leadership command and opinions. Refreeze Once the transition stage is complete, it means that change has been acknowledged approved by the organisation. Now the organisation will be stable again and the change will be executed successfully. Role of Human Resource Management to support the change management There is a significant role of Human Resource Management in the organization. With the help of some ways, the HR can support the change management. The management is an organ which is used in multipurpose. It manages the HR manager; it administers the employee, and it also controls the organization. So to run the organization in a right way, the HR manager needs to support the every employee in the organization. In other words, HR manager should recruit such employees who are eligible for that process. They should have different abilities about different works. As if when any changes will come in the organization; they can solve this by applying their intelligence. On the other hand, the HR manager has to be professionally friendly to improve their contribution to work. He or she also has to make a favourable environment by implementing some technology. The HR has to improve the training process through providing proper technology about the organization and has to make a good workpla ce. The HR should give the feedback to the employee and receive the feedback from the employee. For that, the employee will be updated about the current position of the organization and can easily handle any problem correctly and meet the challenges. Besides that, the HR has to help all the employees about their job. HR has to understand their requirement and motivate them in the job by fulfilling this at the time. Then they will be more motivated to accomplish their job (Bojica, 2012). The development of the organization depends on the proper management and HR needs to manage every employee in a perfect way. By all together, the HR manager plays a unique role to influence the support of individuals during the change. Conclusion This paper clearly notifies the significance of change management which seriously improve the organizational performance. The management of the Dubai Financial Market needs to focus on their old employees and training process. Besides that, the management should recruit more efficient trainer who able to provide effective training to all newly appointed employees. In addition, the HR manager should observe the activity of trainer and report to the higher authority of the Dubai Financial Market. Moreover, in order to implement a successful change management, Dubai Financial Market needs to rectify above mentioned internal and external factors which critically influence the change. References Alexeev, D. (2014). Russian Politics in Times of Change: Internal and External Factors of Transformation.Connections: The Quarterly Journal, 14(1), pp.105-120. boundless.com. (2016, May 31). Inside and Outside Forces for Organizational Change. Retrieved March 2017, from https://www.boundless.com/ Call for Papers: Journal of Change Management. (2015).Journal of Change Management, 15(3), pp.253-255. Change management. (2007). 1st ed. Oxford: Pergamon Flexible Learning. Fernndez-Prez, V., Fuentes-Fuentes, M. and Bojica, A. (2012). Strategic flexibility and change: The impact of social networks.Journal of Management Organization, 18(01), pp.2-15. Greener, T. and Hughes, M. (2006). Managing change before change management.Strategic Change, 15(4), pp.205-212. Newton, R. (2010).Change management. 1st ed. Harlow: Financial Times Prentice Hall. Normandin, B. (2012, August 28). Three Types of Change Management Models. 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