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Kal Gourav Madhusudan Das Free Essays

Utkal Gourav Madhusudan Das [pic] Madhusudan Das popularly known as Utkal Gourav, was born on 28th April 1848 in the village of Satyabhamapur, 20 kms away from Cuttack, Odisha. His father’s name was Choudhury Raghunath Das and his mother’s name was Parbati Debi. He had two older sisters and a younger brother named Gopalballabh. We will write a custom essay sample on Kal Gourav Madhusudan Das or any similar topic only for you Order Now Madhusudan Das had his primary education in the village high school learning all subjects including Persian. After his primary education he went to Cuttack High School (later known as Ravenshaw Collegiate School) and completed his secondary education. Later he went to Calcutta (now known as Kolkata) to pursue his MA and BL degrees. He stayed there for fifteen years and then returned to Cuttack and started his legal practice. He was the first Odia to get the Degree of M. A. B. L. from Calcutta University. He was not only a lawyer but he was also a social reformer and a patriot. He worked hard for the social, political and economical upliftment of the people of Eastern India. He was the founder of â€Å"Utkal Sammilani† which brought the revolution in the social development of Odisha. He gave away all his earnings generously for the higher education of poor children. He became a popular person among the Odia peoples. Many common people of Odisha called him as â€Å"Madhu Babu†. He was an admirable personality holding many high positions and honours in his entire life span. During the British rule Odisha was divided into four different States. To bring Odisha under one independent rule, he organised â€Å"Utkal Samilani† in the year 1903 and started a revolution called â€Å"Desha Mishrana Andolan†, that resulted in the emergence of Odisha as a new State. Apart from this he was also a writer and has written many famous articles and poems in both Odia and English language. The famous poems of Madhusudan Das are â€Å"Jati Itihash†, â€Å"Utkal Santan†, â€Å"Jananira Ukti† etc. Death Utkal Gourav Madhusudan Das died at the age of 85, on 4th February 1934. He till the last moments of his life dedicated himself for Odisha. His immense contribution towards the State and Nation would be admired forever and he will continue to remain as a source of motivation for the younger generations to come. How to cite Kal Gourav Madhusudan Das, Papers

Organizational Change Behavioural Concepts â€Myassignmenthelp.Com

Question: Discuss About The Organizational Change Behavioural Concepts? Answer: Introducation As the marketing manager I was accountable for raising a strategy to communicate the change. A change in an organizational structure is a process through which an organization undergoes changes. Changes can be in the form of goods or in relation to the process. For an organization it is important to implement different type of changes in terms of operational and functional terms. The most effective changes reside in gaining a desired market position by developing core competencies. Organizational change and behavioural concepts are vital for a business organization in dealing with the significant issues. The Bollywood Corner Indian Restaurant is making changes in the way of conducting business. They are introducing changes in the restaurant by taking orders through menu log and also i pads. The sudden change in the organizational change management has caused difficulty for me to manage the extra work-load. I implemented the change by looking onto the existing market needs. By impleme nting information and technology with the organizational development, it is possible to manage consumers in a well-defined way (Palmer, Dunford and Akin, 2009). The Technology based solution will help in creating appropriateness in managing the restaurant. I found various structural gaps at different level that created difficulty in managing changes. The existing issue is to equip the staff regarding the use of technology. It is difficult to train the technological criticality involved in it (Organisational development design explained .2017) Feelings Everyone in the restaurant is apprehensive about the changes taking place. In such a situation, it it has become tough for me to introduce change. The change has affected all the departments in the Restaurant. Previously the orders were taken manually. After the change, all the orders are taken in a digital form. The manager found difficulty in managing the changes at an initial stage. Every department was given 2 days training about the technology implementation. Incorporation of technology in the organization is an effective way to meet desired goals. The change has a wide impact on the organizational goodness. This will help in attaining a secured name in the international as well as local market (Rothwell, Stavros, Sullivan and Sullivan, 2009). The sudden change in the organization has affected almost all the employees. But mostly the waiters are affected due to the organizational change. They need time to gain knowledge about the equipments. It is tough to train them about the process. At an initial stage there were multiple issues regarding the order process. Later, with an effective training process, the employees were trained well to gain knowledge about the process (Storey, 2007). At present the employees are well equipped with the instruments and the process. Employees now understand the positive impact of technological tools in getting their task done quickly with less effort. Technology up gradation has reduced the workload of employees (Turner Parish, Cadwallader and Busch, 2008). Learning Connection The critical issue faced is to manage the employees. It is obvious to train the employees in an appropriate way to manage the organizational needs. It is difficult to change the work process. In beginning it is difficult to manage the situation in a well-organized way. There are problem related to change in the organizational goals and management. The only way to gain appropriate result is by designing the learning connection in a time-frame. Learning is always tough in an organization due to multiple reasons. I found difficulty in training employees at the beginning level. It is tough at the initial stage to equip each and every employee to be technologically competent. However, the orders were taken manually previously. Now with a change in the process it is critical to introduce the changes. For a well settled organization, changes play a critical role in managing activities. There was a continuous issue due to change in the process management. Employees were hesitant to accept th e changes and to implement it in their day-to-day life (Weiner, 2009). Change level The technological change is called as an incremental change. Under this process an employee see a modification in the business process. In current situation there is a complete modification in the process of taking order. The existing change is incremental as it has caused a significant change in the overall process. Technological change takes time in incorporation. It is a process that takes place in a systematic way. The value chain of an organization can be assessed depending upon the level of change and how fast the employees adopt it (Gollenia, 2016). The challenge I faced is in term of technology adoption. In such a scenario I decided to match up with the changes and developed a well-equipped organizational process to create awareness. The changes in the organization need to be introduces in systematic way. Innovation and changes are the life line of the Restaurant (Gibbons, 2015). Culture value and team The organization is built up of a strong team imbibed with strong moral values. There are few who are against changes but most of the employees feel happy about the change. It was tough to handle the team in the beginning but it is due to the heavy efforts of the accounting manager. He helped me in incorporating changes in a smooth way. The restaurant believes in taking risk by making innovative measures. At an initial stage it is tough to manage the changes due to resistance. Looking onto the current situation, it is must to develop effectiveness through learning and growth management (Booth, 2015). Process of change A small restaurant faces problem in managing the change. In case of a technological change it will be relevant to introduce a change in a systematically. The stages of change management can easily be leant through the Lewin Change model. This is one of the effective processes to introduce a change. I used the Lewin Change model to introduce changes in phases. This helps in grasping the changes in a systematic way. A well-define model helps in managing the change in a systematic way. Unfreeze: Basic changes related to the changes were introduced at this stage. Employees were given a brief about the change to be introduced. Few employees were not happy with the change and resisted. At this stage employees generally fail to understand the change. The changes were introduced in a systematic way by developing instantaneous goals (Bradley, 2016). Change: The change is introduced at this stage. Employees were given 2 days training on how to use the App to record the order. At this stage employees accept the change and form an opinion about the organizational objectives. It is important for the organization to implement the changes in a systematic way (Bridges and Bridges, 2017). Refreeze: After the successful training of the employees, the trained employees were asked to use the technology. The restaurant is experiencing major changes with implementation. At this stage it is evident to manage the changes. Employees were given an individual Ipad to take orders from table (Cameron and Green, 2015). Effects of past changes Previous changes in the organization were helpful enough to meet individual needs. It was difficult to incorporate the changes in the past. Employees were not happy with the changes. It is the toughest part of my job to equip employees with the change. by the time. I understood that Employees need time to accommodate themselves with the change in order to gain effectiveness. Employees have a tendency for not accepting the changes taking place as per their convenience. This has caused a problem in managing organizational effectiveness. In a growing organization it is evident to manage the changes according to their aspiration. The only focus of the organization is to develop effectiveness by incorporating changes at different level (Cummings and Worley, 2014). Employees behavior Employees do resist against the changes taking place in the organization. In order to admit their acceptance, it is important to manage the changes in a well an effective way. Organization can only manage the changes if they are able to gain market competitiveness. In this way they can manage the organizational goals. Their willingness depends upon the growth. Employees do face issue in managing the changes in the organization. They do not consider the changes as necessary. For making effectiveness, it is evident for the Restaurant to assess individual behavior and incorporate significant changes in order to manage organizational effectiveness (Daft, 2014). In beginning it is difficult to manage the changes in a well-defined way. In order to gain market effectiveness, it is important to incorporate changes in a definite way. Employee behavior needs to be analysed by conducting meeting. This will give them an opportunity to present their ideas. While implementing changes special atten tion was paid to managing operations development. Changes are important for a well-developed organization in order to procure maximum growth. As per my experience, it is tough task to manage the employees in a large sized business organization. Effectiveness in an organizational model can only be gained through implementation of effective change management theories (Demirkan, Spohrer and Welser, 2016). Conclusion To conclude, an organization does face issues regarding implementation of policies and goals. It is evident in the current scenario. Learning is important for gaining market competency. The purpose of the report is to assess implementation of changes. The technological changes introduced in the organization are hard to manage. Organizational change and behavioural concepts are vital for a business organization in dealing with the significant issues this creates dispute among the employees. The only way to gain appropriate result is by designing the learning connection in a time-frame. Learning is always tough in an organization due to multiple reasons. It is tough at the initial stage to equip each and every employee to be technologically competent. The changes are implemented by considering the change model. This helps in an easy implementation of policies and allow in managing effectiveness at workplace. Hence for gaining market competitive goals, it is important to implement resou rceful technology. Recommendations The major challenge was to train employee about the change and to provide them with a correct knowledge about the model. This tool allow in managing organizational effectiveness. Training tools were modified as per the general requirements. Employees were trained in a systematic way so that they can implement the practical knowledge well in meeting real life challenges. There are multiple issues regarding the procedure and management facilities regarding change management. It is effective for an organization to match up with the expectation of the employees. Changes are difficult for an individual to be managed. This reflects the ineffectiveness of the employees in meeting the regular targets. Changes disturb the organization for a time been due to ample of resistance from the surrounding. For meeting the individual expectations, it is necessary to match up with the desired goals. The organizational needs and growth has to be managed in order to meet the goals. In a long term growth plan, it is suggested to manage the changes in accordance to the objectives. Reaction of employees needs to be considered while undertaking individual opinion. On a long run, Organization can sustain the changes through innovative interventions these interventions are important for growth and development. Employees facing issues has to be handled critically. The issues have a long term impact on the organizational growth. It affects the sustainable environment and growth plans. Eventually it is important for the organization in matching up with the individual expectations. Training and development is crucial for the organization in gaining sustainable results and growth. In order to gain competencies, it is suggested to measure the competitiveness in the organization. References Booth, S. A. 2015. Crisis management strategy: Competition and change in modern enterprises. marketing. Bradley, G. 2016. Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press. Bridges, W., and Bridges, S. 2017. Managing transitions: Making the most of change. Da Capo Press. Cameron, E., and Green, M. 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Cummings, T. G., and Worley, C. G. 2014. Organization development and change. Cengage learning. Daft, R.L., 2014. The leadership experience. Cengage Learning. Demirkan, H., Spohrer, J.C. and Welser, J.J., 2016. Digital Innovation and Strategic Transformation. IT Professional, 18(6), pp.14-18. Gibbons, P. 2015. The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture. FT Press. Gollenia, L. A. 2016. Business transformation management methodology. Routledge. Organisational development design explained .2017.Online. Available at: https://www.southampton.ac.uk/hr/services/od-explained/index.page Accessed on: 14 September 2017 Palmer, I., Dunford, R. and Akin, G., 2009.Managing organizational change: A multiple perspectives approach. economics: McGraw-Hill Irwin. Palmer, I., Dunford, R. and Akin, G., 2009.Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin. Rothwell, W.J., Stavros, J.M., Sullivan, R.L. and Sullivan, A. eds., 2009.Practicing organization development: A guide for leading change(Vol. 34).John Wiley Sons. Storey, J., 2007.Human resource management: A critical text. Cengage Learning EMEA. Turner Parish, J., Cadwallader, S. and Busch, P., 2008. Want to, need to, and ought to: employee commitment to organizational change.Journal of Organizational Change Management,21(1), pp.32-52. Weiner, B.J., 2009. A theory of organizational readiness for change.Implementation science,4(1), p.67.

Hepatitis B Essays - Medicine, Clinical Medicine, Health

Hepatitis B Hepatitis B can be prevented with a highly effective vaccine, but this year ten to thirty million people will become infected with the hepatitis B virus. I feel that because this disease is preventable, only knowledge can help reduce the number of people infected. Hepatitis B is a serious liver disease caused by the hepatitis B virus. This virus is a blood-borne pathogen. It is one hundred times more infectious than HIV. ?Hepatitis B is one of the most frequently reported vaccine preventable diseases in the United States,? according to the Centers for Disease Control. This disease is transmitted through oral, vaginal, and anal sex. You can also acquire the disease through sharing needles, toothbrushes, and razors, or if you come in contact with infected blood. For these reasons, the people at the highest risk of contracting the disease are: anyone who is sexually active; health, dental, and emergency workers; adoptive families with children form Asia, Africa, South America, Eastern and Mediterranean Europe (as these areas have a high number of people infected); drug users; and anyone in close contact with someone infected. This is not as scary as it seems, for you cannot contract the virus through sneezing, coughing, or holding hands. A surprising fact about hepatitis B, considering it is preventable, is that one in twenty people are or will be infected in their lifetime. There are one million people infected in the United States. More than 350 million people worldwide are chronic carriers of the virus. A chronic carrier is someone with the virus in their blood, and can who can pass the disease to others. Fifty percent of those infected with the virus (a.k.a. HBV) do not develop symptoms. HBV is often called the ?Silent Infection?. Another forty nine percent experience fevers, fatigue, nausea, and vomiting. Many people think that it is just the flu and ignore their symptoms. Some other symptoms include abdominal pain or swelling, jaundice, dark colored urine or light colored bowel movements. The other one percent develops acute fulminant hepatitis. Of those infected with it, sixty to ninety percent of all cases result in fatalities. It is characterized by fatigue- most often resulting in collapsing, and jaundice- yellowing of the skin due liver malfunctions. There is no medical treatment for hepatitis. Although, with bed rest ninety percent of those infected will develop antibodies and fight off the disease. If the body fails to fight it off, some (five to ten percent) will develop chronic hepatitis. These people have an increased risk of liver problems, like cirrhosis (hardening of the liver) and liver cancer. Some chronic cases will need liver transplants. There is no cure for hepatitis B, but there are some drugs to help. Interferon helps to quicken the rates of remission. There are also two drugs that are in the last phase of FDA approval- lamivudine and famciclovir. These are thought to be available toward the end of the year. If you have contracted HBV, you should immediately contact a doctor, and get regular checkups. If you are pregnant you should make sure to tell your doctor so they can protect your baby. Also, make sure close contacts are vaccinated. And most of all- no alcohol, because it will further damage your liver. There is only one sure way to protect yourself- get vaccinated. The vaccine is very safe and effective. It is in the form of three shots, given over a period of six months. The shots can be given at a doctor's office or at school clinics. One very informative source is The Hepatitis B Foundation. The address is: 700 East Butler Avenue Doylestown, PA18901 (215) 489-4900 For additional help contact your doctor. Hepatitis B is a very infectious disease, but the most important thing to remember is that it can be prevented with three simple shots. There is no excuse as to why anyone should not be vaccinated!

Assessing Strategic Planning In The Hospitality Industry Tourism Essay Essay Example

Assessing Strategic Planning In The Hospitality Industry Tourism Essay Essay Example Assessing Strategic Planning In The Hospitality Industry Tourism Essay Essay Assessing Strategic Planning In The Hospitality Industry Tourism Essay Essay The rapid development in the cordial reception industry which has lead to importance of strategic planning required in order the houses can hold a steady rise in the industry. The life criterions of people have been improved due to globalization which in title contribute to the development of the cordial reception industry. The variegation was a most of import precedence of the houses in order to use the high profiled client base which they possessed.It is easy to aim the clients who are in your door measure and this lead to assorted preparation of strategic programs to aim them. Strategic planning is an organisation frame work of specifying its scheme, or way, and doing determinations on apportioning its resources to prosecute this scheme, including its capital and people. Assorted concern analysis techniques can be used in strategic planning, including SWOT analysis ( Strengths, Weaknesses, Opportunities, and Threats ) and PEST analysis ( Political, Economic, Social, and Technological analysis ) or STEER analysis ( Socio-cultural, Technological, Economic, Ecological, and Regulatory factors ) and EPISTEL ( Environment, Political, Informatics, Social, Technological, Economic and Legal ) . Strategic planning is the official consideration of an organisation s future class. All strategic planning trades with at least one of three cardinal inquiries: TheA cordial reception industryA consists of wide class of Fieldss within the service industry that includesA housing, A eating houses, A event planning, A subject Parkss, A transit, A sail line, and extra Fieldss within the touristry industry. The cordial reception industry is a several billion dollar industry that largely depends on the handiness of leisure clip and disposable income. A cordial reception unit such as a eating house, hotel, or even an amusement park consists of multiple groups such as installation care, direct operations ( waiters, A housekeepers, porters, kitchen workers, A barmans, etc. ) , direction, selling, and human resources. The cordial reception industry includes a broad scope of organisations offering nutrient service and adjustment. The cordial reception industry is divided into sectors harmonizing to the skill-sets required for the work involved. Sectors include adjustment, nutrient and drink, meeting and events, gambling, amusement and diversion, touristry services, and visitant information. ( wikepedia n.d. ) Strategic planning for the cordial reception industry ( 1 ) The increasing popularity of strategic planning in recent times is attributed to speed uping alterations in industries and economic systems and increasing planetary competition. ( 2 ) The rapid development of strategic-planning that executives find utile. Firms that engage in strategic be aftering tend to hold higher public presentation. ( 3 ) A recent survey of hotels in the United Kingdom found that concern public presentation was positively associated with the thoroughness, edification, engagement, and formality of strategic-planning procedures. ( 4 ) Strategic analysis the systematic probe of a house and its environment is the foundation of the strategic direction procedure. STRATEGIC PLANNING IN JACK IN THE BOX Jack in the Box late announced programs to open 100 to 150 eating houses combined with convenience shops over the following five old ages. The shops will have life-size eating houses and besides sell gasolene and other typical convenience shop points such as staff of life and milk. How did Jack in the Box arrive at this determination? Harmonizing to the company s CEO, Bob Nugent, an analysis of the convenience-store market indicated that there was plentifulness of chance, chiefly because no single company dominates. The largest participant in the convenience-store industry which dominated the market, 7-Eleven, Inc. , controls somewhat over 4 per centum of the market. Compare this to fast nutrients, where McDonald s controls 43 per centum of the market and Jack in the Box a mere 4.6 per centum. Nugent besides justifies his determination on the footing of research which indicates that a convenience-store client is twice every bit likely to eat fast nutrient as a non-convenience-store client. ( 5 ) Strategic analysis can supply first-class information on which to establish long-range determinations such as this one. Knowledge is one of the most of import competitory arms a house can possess. ( 6 ) As the Jack in the Box illustration illustrates, detailed cognition about a house and its environment can be used to bring forth new thoughts for businessA and to measure the feasibleness of thoughts before they are really implemented. Strategic analysis besides allows a house s directors to go more cognizant of the company s strengths and failings and to understand the grounds behind successes and failures. Knowledge about the competitory environment can assist to expect and be after for alterations and foretell how rivals or other stakeholders such as clients or providers will react to new schemes or other organisational activities. Strategic analysis can open up channels of communicating between high-level directors and subsidiaries, leting them to portion thoughts and positions. The participative procedure will assist subsidiaries to accept alterations more readily after determinations are made. ( Harrison April, 2003 ) STRATEGIC PLANS AT FelCor LODGING TRUST For FelCor Lodging Trust, one of the largest hotel existent estate investing trusts ( REITs ) in the United States, a strategic planning exercising led the company to rethink its scheme. Naming itself the New FelCor, the house has made dramatic stairss toward shifting itself. The house concern scheme is to dispose of nonstrategic hotels, including all of its Holiday Inn Hotels located in secondary and third markets. After the sale, it will hold lower exposure to markets with low barriers to entry. Other elements of the new concern scheme are ( 1 ) To get hotels in high barrier to entry markets ( 2 ) To better the competitory placement of nucleus hotels through aggressive plus direction and the wise application of capital in the industry ( 3 ) To pay down debt through a combination of operational hard currency flow and the sale of nonstrategic hotels. The company will go a lower leveraged company with a stronger and to the full renovated portfolio of hotels. STRATEGIC Thinking AT STARWOOD When Starwood idea of spread outing their concern to a field which is relevant and easy to pull clients.They in hotel industry and had a close association with the luxury section clients so they thought Expansion through Diversification scheme in order use their same luxury client base to sell their freshly introduced Heavenly Bed . Westin Hotels A ; Resorts, with 169 hotels and resorts in more than 31 states and districts, is owned by Starwood Hotels A ; Resorts Worldwide, Inc The Heavenly Bed, foremost launched by the Westin trade name of Starwood Hotels A ; Resorts, has transformed the bed, a basic characteristic of any hotel room, into a epicurean object of desire, heightening the grosss of the concatenation and go forthing many hotel operators to follow suit with imitator linens and usage bedclothes of their ain. The strategic procedure at Starwood began with consumer analysis and merchandise testing. First, Westin conducted a survey affecting 600 concern executives who travel often. The consequences showed that 84 per centum said a epicurean bed would do a hotel room more attractive to them to bask the comfort. What is more, 63 per centum said a good dark slumber is the most of import service a hotel can supply. Half of those surveyed said they sleep worse in hotels than at place. After proving 50 beds from 35 housing ironss, Westin developed its paradigm all white Heavenly Bed with a usage designed pillow top mattress, goose down sympathizers, five pillows, and three chip sheets runing in yarn count from 180 to 250. Once the merchandise was designed and tested, the house introduced the bed with a carefully planned selling scheme are USA Today ran a narrative on the front page of its concern subdivision. The same twenty-four hours, 20 pristine white Heavenly Beds lined Wall Street up to the New York Stock Exchange in New York City. Inside the Stock Exchange, Barry Sternlicht, the so Chairman and CEO of Starwood Hotels A ; Resorts rang the gap bell and threw out chapeaus proclaiming, Work like the devil Sleep like an angel. Meanwhile, at New York Grand Central Station, 20 more beds graced one of the rotundas at that place, and commuters debarking the trains were invited to seek them out. Similar events were staged the same twenty-four hours at 38 locations across the United States, tailored to each metropolis. Savannah s event featured a bed drifting on a flatboat down the river with a landing skydiver. Seattle s event took topographic point atop the Space Needle. To reenforce the message, a coincident advertisement run asked, Who s the best in bed? AN EMERGING RETAIL STRATEGY FOR THE HEAVENLY BED In the early phases of presenting the heavenly bed.In the first hebdomad of establishing the Westin Heavenly Bed, 32 invitees were interested to purchase the bed. A light bulb went on. Westin executives put order cards with a toll free figure in every room. They started puting catalogs by bedsides and desks and put up a web site. By June of 2004, Westin had sold 20,000 pillows $ 75 for the male monarch sized version and 3,500 bed/bedding jazz band, at $ 2,965 each, plenty to distribute the thought throughout Starwood, with the Sheraton, St. Regis, and W lines all turning into retail merchants. The unforeseen success of the Heavenly Bed has spawned a new concern companies that help hotels run their retail weaponries. Boxport, a spin off of San Francisco based hotel pimp Higgins Purchasing Group, operates web sites and catalogs for several ironss that now sell bedclothes. In order to find where it is traveling, the organisation needs to cognize precisely where it stands, so find where it wants to travel and how it will acquire at that place. The resulting papers is called the strategic program. It is besides true that strategic planning may be a tool for efficaciously plotting the way of a company ; nevertheless, strategic be aftering itself can non announce precisely how the market will germinate and what issues will come up in the approaching yearss in order to be after your organisational scheme. Therefore, strategic invention and puttering with the strategic program have to be a basis scheme for an organisation to last the turbulent concern clime.

Acts of Faith Essay Example | Topics and Well Written Essays - 500 words

Acts of Faith - Essay Example In this book, the author talks about various identity related issues that young Muslim immigrant generation faces in America. The author tries to find a perfect balance between the life of a Muslim and a fully American person. A person taking birth in America comes usually faces identity crisis because he/she has to cope with the challenge of finding the real identity out of the pool of incomplete identities. In this book, the author has mentioned that in the process of finding his true self, he experienced different aspects of a mixed culture. For example, the author was taking inspirations from people from other religions and had relations with Mormon and Jewish women. Practicing a different religion (Buddhism), having parents from some other religion (Islam), and discovering roots in some other culture (Indian Culture) are the basic elements of this book. This book is mainly for such immigrants who are in despair or feel alienated about their future. In a world full of fundamentalist aggression and noticeable religious division, this book provides a way and hope for people to find their real self, as well as a direction towards their future. I think this book is a good source of hope for people taking birth and growing up in America as Muslim immigrants. In general, such people face difficulty in finding their origin in terms of culture and region because they live in a Western culture that does not hold the same cultural or religious values as of their real cultures and religions. In some cases, they face identity crisis in their whole lives. This book provides them with some hope to find their identities while living in a different society. One of the main challenges for a second generation Muslim immigrant is to find the roots of his/her own religion and culture after facing a series of rejections all through his/her adolescence and early adulthood. This book can help such

A personal evaluation of knowledge and its practical application borne Essay

A personal evaluation of knowledge and its practical application borne of this insight - Essay Example Not everyone in the organisation maintains the same cultural characteristics or sustains the same learning styles, which can conflict the process of effective knowledge transfer and knowledge sense-making. Having identified the role of the self in knowledge management, this paper describes personal understandings of the self gleaned through the curriculum and attempts to apply these lessons, using theories of knowledge management as a template, to my personal role as a future KM facilitator, manager or human resource practitioner. Understanding of the intrinsic self The knowledge management process begins with effective communications processes. Knowledge, whether tacit or explicit, cannot be productively categorised, shared or transformed into practical and useful information without finding some variety of shared meaning within the communities of practice model. Knowledge is neither created, transformed or disseminated within a proverbial vacuum, meaning that knowledge management p ractices will not be successful without direct interaction with diverse organisational actors. This fact requires development of a knowledge culture in which a set of shared meanings or symbols is present throughout the organisational structure, something that can be significantly conflicted by differing cultural values, unique learning styles with individuals, or patterns of ethnocentrism, a type of cultural conflict, that conflicts decoding of knowledge communications. Stover (2004) supports the importance of engagement with others in the organisation to facilitate knowledge transfer, iterating that knowledge conversion can only occur through direct interaction with others. Hence, I learned the importance about understanding my own, inherent learning styles and how this impacts personality, worldview, willingness to engage with others socially and interpersonally, and even how the decoding process in communications would occur. Having completed Kolb’s Learning Styles Invent ory, I discovered that I maintain intrinsic characteristics that are aligned with the Converger. The Converger profile is largely unemotional, maintains narrow interests, and appreciates active experimentation to make the abstract into concrete understandings through practical application of deductive reasoning (Smith 2001). The Converger is, inherently, less interested in abstractions that occur during the socialisation process, thus there is less emphasis on people and more on the scientific approach to problem-solving by legitimately applying theory to experience to make evaluations. The Converger would theoretically be the least social profile among Kolb’s four learning styles. Now, it has been established that effective knowledge management requires interventions with other organisational actors in order to make knowledge transfer productive and relevant to the organisation and its strategic objectives. However, having learned that I maintain much more pragmatic and sens ible characteristics (far and above a social leaning), I realised that knowledge management could be conflicted by having an in-borne preference for self-motivated experimentation whilst others in the organisation might fit Diverger profiles that are more concerned with embracing culture and the social condition.