Mock Trial Closings Essay

The closing argument is the last piece of a mock trial, essentially the last time you get to sell your case to the jury. During the closing argument, you are summarizing and putting together everything the jury has already heard during the trial. You are basically clarifying everything presented in the trial from showing the relevance of a particular witness to showing how everything you’ve presented comes together to prove your case. It is one of the most important parts of mock trial, mainly because the jury listens. It is the last chance to convince the judges of your case, to show you are more skilled than your opponent, and get the perfect 10 you’re hoping for because they are the last words the jury will hear from your team. It can make your case, or break it, thus delivery is very important. Writing the Closing Theme An important part of a great closing is the theme. It will tie your case together in a pretty ribbon that will stay in the juries mind. It will be the same theme from the opening, one that runs through your entire case, and in the closing reminding the jury of your case with the catchy phrase or sentence. Structure 1)Introduction: Begin with a short introduction that catches the jury’s attention. It should remind the judges of the big picture. If it’s a murder trial, talk about how tragic it is that this person’s life was taken away. If it’s a civil trial you can speak about how the person’s rights were violated. Also be sure to introduce your theme during the introduction. 2)Burden of Proof: Explain what your burden is and what your role is in relation to it. Tell the judges exactly how you’ve met the burden or how the opposing counsel has failed to met this burden. In addition, frame the burden of proof in your favor. 3)Law: Tell the judges about each element of the charge. Explain whether or not you have proved or disproved each element, or whether it is enough to prove or disprove any one element. Then make a roadmap. Tell the judge that to prove your burden/undermine your opponents case, you are to prove x, y, and z. 4)Argument: This is the meat of your case. This is where one by one you are going to signpost and tell the judge exactly what you are talking about. Example: â€Å"Now let’s look at X†. X, Y, and Z should not be your three witnesses but parts of the law that you need to prove or disprove. Remind your judges of testimonies/evidence from the trial that adds up to show X. Do this for all points. Its important to remember it should be based around the law. Don’t go witness by witness recounting the evidence. 5)Conclusion: Sums everything up. Restate how you’ve met your burden of proof through x, y, and z. Use your theme once more to tie everything together. Ask for a verdict. Remember to be this strong, convincing and memorable.

Garbage Pollution Essays

Garbage Pollution Essays Garbage Pollution Paper Garbage Pollution Paper These persons are my mother and my social studies teacher. Introduction This school based assessment IS based on garbage pollution. The area chosen for survey on garbage pollution is the community of august town. You will learn about the causes that contribute to garbage pollution and the effects of it. The persons views of garbage pollution will also be taken into consideration. Table of Contents Title pollution 6 The reason for investigation Method of investigation Procedure for data collection Questionnaire page Definition of garbage 5 Statement of problem Continuation of questionnaire 11 Graphs 12 Graph 2 13 Graph 3 14 Graph 4 15 Graph 5 Analysis of interpretation of data 17 Statement of findings 18 Recommendation 19 Bibliography 20 7 8 9 10 16 Definition of Garbage Pollution All refuse other than industrial waste and effluents. It consists largely of easily decomposable and putrefying organic (animal and vegetable) waste from preparation, handling, storage, and sale of serving of food. Statement of Problem Why is garbage pollution one of the major issues of my community? What are the effects of it and how it can be solved? Reason for Investigation The reason for this investigation is due to inconsistency of appearances of the garbage collectors assigned to the august town community. And when the garbage is not collected it causes garbage pollution which attracts rodents and insects which can be dangerous to the human health due to the diseases that they carry. Another reason is to research and know different means by which the community cleanliness and beauty can improve. : Method of Investigation The researcher has chosen the questionnaire as a use for the investigation in attaining data. It is a simple way of collecting data and does no requires too much time. Procedures for Data Collection The research was conducted on September 1, 2012, on garbage pollution in the community of august town. The researcher walked around the community and distributed 30 questionnaires, randomly to persons that were seen, including friends and family. The questionnaires were given to persons between the ages of 12 to 18 years old. Out of the total respondents 15 were females and 15 were males. Getting the information that was necessary for the questionnaire on the spot made it much easier and it also saved allot of time. But ensured that each respondent spend enough time completing it so it wasnt being done in much haste.

What Do Ivy League Schools Think of the ACT

What Do Ivy League Schools Think of the ACT SAT / ACT Prep Online Guides and Tips As an ACT tutor, I often fielded questions about whether the test would be looked down on by admissions officers, especially those at Ivy League schools. Because the SAT was the dominant college admissions test for so long, many students and parents worry that- at least in the Northeast- schools still prefer the SAT over the ACT. However, that time has definitely passed, and schools will now accept either test equally. Read on for a more in-depth explanation of how Ivy League schools view the ACT today, and learn the differences in testing policies that might affect your decision to take the ACT or SAT. Ivy League Schools' Official Policies on the ACT Officially, all of the Ivy League schools accept both the ACT and SAT,as does every other school in the US.Harvey Mudd was the last no-ACT holdout,but it began accepting the test in 2007. â€Å"Since it’s a choice you can make, it has the feeling of being a significant choice, fraught with implication, but I don’t think it does matter,† Marlyn McGrath-Lewis, director of admissions at Harvard College, told the New York Times. â€Å"Either is fine with us, and we don’t have a feeling that either favors students with any particular profile.† According to ACT, Inc., "The ACT test is the nation’s most popular college entrance exam accepted and valued by all universities and colleges in the United States."The "most popular" comment is just marketing spin, but the basic point stands: every school in the US accepts the ACT and SAT equally. How These ACT Policies Actually Work As you now know, the Ivy League schools claim to view the ACT as equivalent to the SAT, but does that mean they actually do? It's impossible to be 100% sure, but I strongly believe the Ivy League schools treat the two tests equally. For one, I was unable to find any evidence that admissions officers have a preference for one test over the other. Moreover, there is no logical reason for admissions counselors to discriminate against students who take the ACT,especially since doing so is likely to cost them some exceptional students who happened not to take the SAT. If you examine the statistics on ACT and SAT scores among admitted students, some differences in how schools treat scores from the two tests do appear, but they're mostly meaningless. It's been said that there is a slight SAT advantage for students scoring on the low end of schools' accepted score ranges. So if you have the same percentile score on both tests (i.e., you do better than the same percentage of students who took the test), your SAT score will be more likely to get you into a college than your ACT score will be. However, this analysis is somewhat misleading because it doesn't take into account the fact that many students who don't plan ongoing to college take the ACT as part of statewide assessments, increasing the number of low-scoring students and slightly skewing the percentiles. Looking at the data for Ivy League schools, you'll also see that more admitted applicants submit SAT scores than they do ACT scores.However, this trend seems to be evening out. For example, when it comes toCornell's class of 2018, 79.7% submitted SAT scores while only 41.4% submitted ACT scores. Yet for the class of 2021, 63.7% submitted SAT scores and 55.9% submitted ACT scores. As you can see, even with these slight changes in percentages, the SAT is still a little more popular than the ACT is among Ivy League applicants. Although this might seem like evidence of bias, this difference is easily explained by regional preference:more than 50% of both the 2018 and 2021 Cornell classes hailed from the Northeast, where the SAT is much more common than the ACT. Yale University (in the winter, obviously) Ultimately, there's no compelling evidence that any schools, including members of the Ivy League, judge the ACT more harshly than they do the SAT.As such, you should ignore this perceived bias when deciding between the two tests. Instead, focus on determining which test is better for you. Since most students score similarly on the two, it's usually just a question of which test you feel more comfortable with. Alternatively, you might want totake both the ACT and SAT. Next up, let's go over the two differences in testing policies that might affect your decision of which test to take! Schools' Testing Policies: Superscoring and SAT Subject Tests Though colleges accept the ACT and SAT equally, schools can still have slight differences in what supplementary tests they require and in how they calculate your final score depending on which test you took. SAT Subject Tests Rarely, at some schools, if you submit ACT with Writing scores, you don’t have to submit SAT Subject Test scores. However, since many top-ranked schools no longer require SAT Subject Test scores, this policy has begun to disappear. At present, no Ivy League schools have this policy in place. That said,Duke is one selective schoolthat does allow applicants to submit an ACT with Writing score in lieu of SAT + two SAT Subject Test scores. For many students, SAT Subject Tests offer the opportunity to exhibit deep knowledge of a topic. Especially for the extremely competitive Ivy League schools, these tests can be a valuable part of your application (assuming you do well on them). Superscoring Superscoring- the process by which your highest component scores among multiple test dates are combined to create a new composite score- is a common practice for SAT scores. Generally speaking, though, admission committees don't superscorethe ACT.(This rule holds among all schools and not just the Ivy League ones.) While schools will still look at your highest ACT scores and some will consider individual section scores, few will combine ACT section scores from multiple test dates into a single superscoredcomposite. Though this policy might seem like a huge disadvantage to the ACT, it doesn't actually make that much of a difference. Policy by School This table breaks down the Ivy League schools' policies on SAT Subject Tests and superscoring. The second column indicates how many SAT Subject Tests the school requires/recommends. The third column explains the school's superscoringpolicy, which can be one of three options: Doesn't superscore at all Superscores the SAT but only looks at yourhighest composite ACT score Superscores the SAT and looks at your highestACT section scores Note that even schools that claim to superscore the ACT usually look at your highest ACT section scores withoutactually combining them to create a composite superscore (as they do with the SAT). School # of SAT Subject Tests Recommended/Required Superscoring Policy Brown 2 recommended Superscores SAT; considers highest ACT section scores but does not calculate superscore Columbia None Superscores SAT and ACT Cornell Varies by program (usually 0 or 2 required) Superscores SAT but not ACT Dartmouth 2 recommended Superscores SAT; considers highest component ACT score Harvard 2 recommended Superscores SAT; considers highest component ACT score Princeton 2 recommended Superscores SAT; considers highest component ACT score UPenn 2 recommended Superscores SAT and ACT Yale Recommended (no # specified) Superscores SAT; considers highest component ACT score What You Need to Know About the Ivy League and the ACT No matter what you might've heard, Ivy League schools have no preference between the ACT and SAT.You can submit scores from either test or from both of them withoutworrying that your application will be dinged. Ultimately, choosing between the SAT and the ACT comes down to personal preference.There will occasionally be a large difference between how a student scores on the SAT and the ACT(a difference of more than 100 points once the ACT is converted to its SAT equivalent). Most students, however, score similarly on both tests. Nonetheless, the styles of the two tests are different enough that you may find the ACT easier than the SAT, or vice versa. Perhaps you struggle with the ACT's less generous time limits, or maybe you think the SAT's evidencequestionsare particularly confusing. What's Next? Planning on applying to Ivy League schools? Get a handle on what kind of SAT score you really need, and check out this in-depth guide tohow to get into the Ivy League, written by a real Harvard grad! Trying to decide whether to take the SAT or ACT? Read our guide to learnthe 11 key differences between the two teststo help you decide which is better suited to your strengths. Want to improve your SAT score by 160points or your ACT score by 4 points?We've written a guide for each test about the top 5 strategies you must be using to have a shot at improving your score. Download it for free now:

Essay on Consumer Behavior Example | Topics and Well Written Essays - 750 words

On Consumer Behavior - Essay Example The quality of the car manufactured by Volkswagen principally targets the metropolitan areas on the basis of the consumption power possessed by the locales (Buck, Gajdecki, Heng, Kam, Pudlas and Horne). The targeted consumers of the organisation are the individuals aged from 20 years to 34 years, signifying the young generation group who are considered to be highly energetic and passionate regarding car models (Volkswagen, â€Å"Company Information†). The risk taking ability, irrespective of their income level, can also be regarded as a fundamental criterion of the targeted consumers which in turn make them the potential buyers of the brand. Price The personality traits of the customers indicate them to be more inclined towards quality and features of the car models rather than its price. In the similar context, personality can be defined as the responsive character traits of an individual which include their behaviours, emotions and psychology. Hence, it can be affirmed that according to the theory, the psychology traits possessed by an individual reveals his/her response toward the products and/or services served by the company (New Age Publishers, â€Å"Consumer Behaviour†). ... urbanised areas, state that they are ready to pay high price in return of better quality assurance and comfort which indicates that the individuals decipher positive feedbacks to the products and the services delivered by the brand (Pride, William and Ferrell 402). Place Based on the assumptions of consumer culture theory, the targeted place to market the newly launched product should be selected emphasising on the individualist beliefs which would reward higher degree of decision-making liberty to the young people, i.e. the targeted consumers. According to the theory, consumer behaviours are largely influenced by the cultural beliefs perceived within a community (Sassatelli 9). Furthermore, the theory assumes that social doings and behaviours are tied up with developing a desire for the respective products and/or services which again implies the distinct character of consumers (Hovland & Wolburg 16). It is in this context that in a few of the regions, it is often witnessed that the consumers behave in a consistent manner with great similarity with their peers’ choices being based on identical beliefs and preferences which should be considered by Volkswagen while deciding upon its targeted market place. Product The product must be offered with greater value towards its features and quality assurance factors owing to the personality traits of the consumers. Contextually, consumer personality is described as the behaviour which is presented on behalf of particular products as well as services which is further specified as a demand (Azevedo). Concerning the personality traits of the targeted consumers, it can be noted that consumer behaviour which might be witnessed by Volkswagen’s new launched model is likely to be much more inclined towards the attractive features

A Comprehensive Classroom Management Plan Essay Example | Topics and Well Written Essays - 750 words

A Comprehensive Classroom Management Plan - Essay Example In addition, the psychosocial transition model would also be effective approaches to helping students discern both their internal and external environments more carefully (Jones & Jones, 2010). The method of applying consequences can prove to be fair and consistent if only all the students are well aware of the consequences imposed for different types of misbehavior. In addition, I will demonstrate fairness in applying consequences by ensuring that each student faces the consequences of his or her actions without exceptions. Excluding some students from facing the consequences imposed introduces a measure of bias. Therefore, all the standards in applying consequences should be applicable to each student depending on his or her actions (Sayeski & Brown, 2014). When working with individual students in an effort to correct misbehavior, the first step I should take involves approaching the specific student and relating the specific misbehavior in a firm manner. I should also emphasize on the high expectations of proper behavior. In addition, I will stress on why it is wrong to indulge in bad behaviors. After clarifying the misbehavior, I would then impose a consequence. On the other hand, handling cultural differences in a classroom setting requires a proactive approach. As a teacher, I should introduce all my students to cultural diversity and help them appreciate diversity. I plan to help my students recognize and celebrate cultural diversity. In the case of learning ability differences, I plan to understand the potential so f each student and give more attention to those with learning challenges. When students with learning challenges receive the relevant support from the instructor, they are more likely to improve (Jones & Jones, 2010). When solving problems in the classroom, I will rely on the standard procedure that involves identifying the problem and gathering information about the

Implementation of a leadership development program Essay

Implementation of a leadership development program - Essay Example In this case, Baltimore Insurance is vast; hence, it constitutes a robust combination of workforce. This vast population will have an impact on the technique chosen, its success, and costs of implementation. Therefore, it may also be considerable to incorporate a combination of techniques to adapt to the changes in the chain of supervision. The vast composition of the Baltimore Insurance organization is an elemental aspect, which, constitute the issue in the course of establishing the technique to employ and implementation of the program. Further, it is notable that the Baltimore Insurance constitutes a workforce with mixed experience and skills. The changes in the organization are also elemental as incorporation of technical considerations and elements available to support the working of the supervisors influence the overall performance of the employees (Noe, 2013). Thus, the technique chosen ought to employ the consideration to the goals of the training such as the achieving of new skills and furthering of the old techniques to solve this arising issue. Workplace behavior and fair treatment devoid of discrimination and harassment are other considerations in the course of establishing the training technique to employ for Baltimore Insurance workforce (Wilson, 2006). Therefore, it may also prove useful to incorporate a combination of traditional training techniques to further the course of the organization and aid address the issue. Even with the present advances in technology, traditional training approaches remain key and remarkably effective in approaching implementation of new programs. Among the options to employ in presenting the program is the use of lectures. The lecture method entails an instructor-led session in which the trainees will congregate in a class setting and take lectures on the proposed program (Noe, 2013). Notably, the option entails using projector or whiteboard, PowerPoint presentations, and video options. The procedural

Strategic Change Models

Strategic Change Models Models of strategic change can best be defined as the possible adjustments in the vision, mission, and objective of an organization towards achieving specific goals. It is the quality of the organizational strategy based on its competitive edge, applicable resources, scope as well as synergy. With regard to this definition, it is very obvious that strategic change can easily be influenced by both external environment and the states of firms. Considering business world nowadays, change is obviously inevitable. Besides, it is expected that firms must always leverage towards managing change in order to be competitively positioned otherwise, any organization that is found wanting with regard to change will certainly lose relevance in no time. Indeed, one can initiate model for strategic change in organization in various ways depending on the peculiarity of the organization, the prevailing situation or the organizational objective per time. Meanwhile, some of the models of strategic chang e that will always stand the test of times in any organization include: A The Lewins Model of change The organizational change with this analogy is based on ice. More importantly, Lewiss model implies that when facing with change, the methodology must begin with the study of the in order to the reason and the type of change to plan for. As a linear model of change, the 3 steps it comprises are: Unfreezing the firm. This is all about making change through gathering and comparing fresh facts which produces unavoidable situation for change. It begins with unfreezing the exact needs for the purpose of such needs based on the required change. Again, it has to do with deactivating the current practice while the new change is systematically introduced. Moving or Change- This is the actual process of enforcing the required change. Re-freezing- This involves how to move from the old or traditional approach to the new one permanently. B Positive Model This model of strategic change in an organization can best be described with President Bush doctrine on pre-emptive strike on change without waiting for any unsuitable circumstance prior to introducing necessary change. This approach in not unaware that that organization is performing well but keep building upon these encouraging attributes to enhance more effectiveness and efficiency in operation. It is particularly ideal for model for identifying ways by which organization must or can operate; unfortunately, it fails to consider the factors that necessitate changes. C Action Research Model Strategic Change This model in question can be intensified and involves heavy data when one of the staff discovers some bottleneck and need for change. As a result: data relating to the situation is collected The gathered data points out likely the strengths and weaknesses with regard to the situation by way of first feedback A collective effort is made to find out the possible nature and causes of the issue at hand. Prepare a coordinated attack and well planned solution for implementation Gather additional data to verify the potency or weak points of the plan In case satisfactory result is not achieved, the process is repeated over and again until desirable solution or feedback is achieved. It is noteworthy to state that this model of change is demanding and it continuous cycle of producing theory and testing, carry out evaluation and sometimes repeating the hypothesis and testing. D John P.Kotter 8 Model This model can be summarized as follows: Create consistent urgency. Motivate the stakeholders to take positive actions. Try to make the motive behind this realistic and most suitable. Develop the regulatory team or group. Ensure that the appropriate individuals are nominated with good dedications and skills. Obtain suitable vision. Inspire the team to come out with straight forward vision and strategy. Pass across the buy-in. That is to say, you it is better to ensure the participation of several individual stakeholders and explore the use of technology to fast track your plan. Motivate actions with corresponding rewards. Clear all constraints and encourage logical feedbacks. Develop short term wins. Be aiming from simple and realistic goals Refuse to let up. Display courage and disciplines as you progress. Make the change permanent. Let the value of progressive change be known by promotions and reward. 1b Evaluation of relevant model of strategic change to organizations in the current economy According to Kotters model, change should not be approached too suddenly but step by step procedures. He went further to explain that change begins anytime there is an urgent need in within an organization for the purpose of feeling one or more requirements or there is need to find solution to some problems. With regard to the current economic scenario, in case an industry is experiencing keen competitive environment while the economic recession is biting harder, wisdom demands that organizations ensures do everything possible to motivate its workers. By so doing, they are bound to enjoy more commitments and loyalty from the workers. One of the best ways of demonstrating this is by ensuring their active participations and meaningful dialogue in all strategic change or plan. If an organization remain static or unable to change plan, this will further aggravates the already weaken aggregate business developments of the firm. This can only happen if the firm fail to recognize the need f or change and uphold the generally acceptable method of dealing with organizational change. In finding solution to the above case study, it is very obvious that Kotters 8 step change model has all the answers. First and foremost, management must create effective and solution oriented communication with all the stakeholders toward arriving at strategic change. Besides, the relevance of change model team cannot be overemphasised. It will be recalled that any organizational change is the directly initiated the team and also push the change ahead. In addition, tuckmans models of learning technique also comes to play in this situation because it analyses different phases of team development. It specifically symbolizes the levels of Forming, Norming, and Storming as well as Performing for the recognition of and the stages, at what point should any strategy is per time. Assess the value of using strategic intervention techniques in organizations 1c:- The value of using strategic intervention in an organization cannot be overemphasized. First and foremost, we must be reminded that strategy is all about long term creation of sustainable value. In other word, lack of timely strategic intervention will not only bring in sub optimality within the functional unit, it will as well have adverse effects on the vision, mission, goals and objective of the organization. Indeed, strategic intervention in every organization is highly valuable that it will position such firm competitively and enhance the effectiveness and efficiency of an organization. Again, the application of strategic intervention in an organization will surely bring about common process and terminology all over the organizational business units. This will enable the organization to speak one language in identifying priorities. 2 :A Examine the need for strategic change in an organization 2a The truth of the matter is that every organization must always anticipate the need for change as long as it still wants to maintain its relevance among in the production of goods or services. In fact change is a constant and uncontrollable variable; hence strategic change from time to time is the only solution any organization can adopt. Basically, strategic change will always make an organization to program its resources between the present and the future in a sustainable, effective and efficient manner so that it will only be thriving while surviving experience will become a thing of the past. Strategic change is required to have a competitive edge over others. It is important to reposition the organization in compliance with the latest trend. Without meaningful strategic change, organizations will remain static because it may find it very difficult to successfully interact with its environment. 2 :b) assess the factors that are driving the need for strategic change in an organisation 2b In the nutshell, need for strategic change in any organization may be propelled by either internal factors, external factors or both, depending on the peculiarity of the organization or issue at stake. Some of the internal factors that can potentially create changes include the attitude of workers, equipments, the workforce as well as the management strategy itself. On the other hand, many external forces most likely to bring about strategic change include Economic changes, labour markets, technology, government policies and regulations in addition to marketplaces (competition and forces of demand and supply).Better still, strategic change in an organization is needful if an opportunity is able to identified opportunities in one or more areas in preparation for its exploitation. 2 :c) assess the resource implications of theorganisation not responding to strategic change 2c The resource implications of Organizations not responding to strategic change. Obviously, any organization whose resource fails to respond to strategic change is bound to experience counter-productive results in its implementation and operations. The effects are as follows: Significant loss of capital and time to the organization in question It may lead to sharp decline in the productive capacity Lack of effective communication in the line of authority. Sub optimisation among the organizational units may set in instead of goal congruence. Lack of total commitments, dedication and discipline among the team members because of inadequate motivation. Loss of customer due to lack of coordinated efforts. Decision making may be dragging if not difficult. Task 2: 3 :A) Assess the resource implications of the organisation not responding to strategic change 3a Without any doubt, there is hardly any organization that can effectively plan any change without the active involvement of all the stakeholders. The task can be challenging but with effective planning, humility and courtesy, the prospects of burnout by participants can be minimized. In developing systems that involves the participation of stakeholders while planning for change, the following points must be highlighted: Ensure the involvement of all stakeholders from the onset. Inviting stakeholders at the conclusive stage could be met with resistance and rebellious. Give room to the stakeholders to have a say from the beginning enhances buy-in, commitment and enthusiasm. Be transparent. Try as much as possible to display honesty. It is better to let your group know the truth than to lie to for any reason. Listen, Listen and Listen. Even though it is may not be too easy, but always be a good listener. While listening, make sure that you maintain focus with all your body language. You may even demonstrate your listening ability by asking a follow -up question or repeat what the speaker just said. Ensure effective communication every now and then. Give recognition to differences at the early stage. There is bound to be disagreements, do not ignore this but try to resolve this early enough. Try never to abandon any stakeholders because of differences or for expressing different opinion. Give attention to what concern them and not purely on internal or management goal. Make provision for the resources required to carry the intended plan. Organize a meeting when it is mostly essential. Analyse feedback and give commendation where it is required. Create excitements along the process to enhance interactions. 3 :b) develop a change management strategy with stakeholders 3B To develop a change management strategy with stakeholders the following steps are needful: The management must devise many communication strategies such as meetings, survey, questionnaire, voting, interview, e-mailing as well as physical interaction. Formally invitation to the entire top management directly connected to business heads for the meeting to deliberate on introducing strategic change to the organization. Officially present to the relevant stakeholders on the reasons behind potential change within the organization. Try to document the minutes of meeting and then copy all members and equally solicit for their feedback. The moment these feedbacks are arrived, organize a strategy to proffer solution to all the reservations and let them see reason why change is inevitable. Plan for the official formation of a team as also select a dynamic and visionary leader to start the process for change. This team must encompass members that cut across various business processes. 3 :c) evaluate the systems used to involve stakeholders in the planning of change 3c Evaluation of the systems used to involve stakeholders in the planning of change. Basically speaking, change process must involve the top management and all the stakeholders otherwise known as the end users if such change or strategy will stand the test of time and popular. One of the best ways of initiating change process to ensure effective communication and calculated enlightenment as regard the needs for change. In other words, stakeholders are not only to be fully informed, they must be carried along creating room for their active participation in the process of making decision. Without good communication, feedbacks from them may not be fully explored. By requesting and accepting their inputs and feedbacks will always go a long way in motivating and giving them some sense of belonging, hence acceptance and implementation of the outcome will become easier. On no account must any stakeholder be taking for granted, rather they should always be made to feel that they are genuinely important at every stage. It is suggested that the word we be always used to replac e I or they to portray collectivism. The systems and processes that would need to be or probably be developed in order to guarantee the participation of stakeholders in the change can be categorized as follow: Containment strategies: The aim of this strategy is to focus on all who are mounting resistant and finding it difficult to adjust at the moment but can add value to the change due to their special knowledge, experience and skill. Outplacement strategy: Here, the outspoken and powerful resistant laggards are the best candidates for outplacement particularly when they fail to accept and complied with the planned change. Engagement strategies: The attention here is directed at the brains behind the doubtful majority while the target is to convince them to be the first to accept the change at the same time use them as instrument to convert the opposing sides. Leverage strategies: The technique is mostly applicable to the initial adopters with powerful influence to nurture their supports in order to explore the change among those who are sceptical and indifferent to the strategic plan. 3 :d) Strategic Tips for Managing resistance to change Ideally, resistance can hardly be divorced from the process of change and the effect can either be negative or positive, depending on the managerial handling. Here are some approaches towards handling of organizational resistance to change: Support and encouragement: If those who are saddled with the responsibility of originating and coordinating change process are given the corresponding encouragement, people get more inspired with increasing confidence for more commitment and sacrifice where need be. As role models, they can easily win many more opposing stakeholders in support of the change process. Dialogue and agreement: So many issues must be resolved anytime any organization opts for strategic change. It is almost certain that there will be some initial protests and misunderstanding among the stakeholders but all these can be resolved at a round table or other strategic solution. Participation and openness: There must be effective strategy meant to enhance collective participation and active participation of all stakeholders towards the change process. As a result, they tend to be motivated and feel part of the process. Communication and education: The only way to remove or drastically reduce any misconceptions from the opposing stakeholders is to embark on though education and maintenance of meaningful communication. Acceptance of change becomes easier when all the relevant stakeholders are well informed and communication is opened. Indeed, management can always win over any instance of resistance to change if effective and goal oriented action is embarked upon. In order to overcome any identified instance of resistance, therefore, it is suggested that management study and understand the actual reason for the fear or Doubt. Thereafter, try to identify the leaders and then concentrate and combine all efforts to make them see the reasons for change. In the extreme case, organization may decide to sacrifice them or dangle some carrots or banana before them in exchange for their supports. Reveal to them their likely benefits in the planned change and let some respected individuals talk on your behalf. Ask for their input and give them some responsibility for decision making. Always arrange strategic meetings at intervals and communicate effectively. 4 :a) develop appropriate models for change. 4a The most important features in the successful implementation of organizational model for change can be summarized into 5 factors as itemized below: Optimal coherent Ideally, any change strategy must always maintain consistency and also offer very competitive advantage. Human resources should always be treated as valuable assets than liabilities. This is not only motivational; it also enhances the commitments of the entire workers. Be a role model: The management must lead the planned change and make room for the best environments for change. They must as well set the pace and create a sense of direction. Most importantly, management must assume the responsibility of setting visions and objectives expected of any planned change. Connecting both strategic and operational change: If operational activities can be correctly built, it may give rise to fresh strategic plans. Carry out environmental assessments: This implies that both external and internal factors of the organizations must always be evaluated, regulated and controlled from time to time. 4 :b) plan to implement a model for change. 4b The strategy here is to gain the acceptance of the major decision makers and powerful individuals by enlightening them as regard the expected change. Carefully analyse a complete plan including the schedules and the phases of the change methodology. Try as much as possible to gain the stakeholders confidence and assurance for meaningful and lasting results. Carry all the end users along in the entire process and let them contribute their input to the planned change. Compensate and motivate the stakeholders for the successful implementations Arrange special training for the staff and other stakeholders for effective implementations of the change. Always keep good record of the progress along the line. Carry out appraisal and evaluations to measure changes per time and in different level. Understand the weak points and work hard to change it for better. It is suggested that your monitoring and reviews be programmed for once a week and also ones per month. 4 :c) develop appropriate measures to monitor progress. 4c It is very vital that organizations ensure effective monitoring of progress of change in order to measure those activities and performances it links to. There are many approaches to monitor this progress for the purpose of achieving the set objectives. Meanwhile, some of the popular performance measurements for progress monitoring include: Review and evaluations: Having arranged for the model of monthly and weekly reviews of the process, it is recommended that eagle eye is kept on the level or effectiveness of such progress. Through objective evaluations, the weaknesses or strengths of the planned change can be identified and take some corrective action where necessary. 180 and360 degree feedback: When this model is set for any group or persons, it becomes easier for the top management to realize understands the real performance, the corresponding resources required in addition to the contribution of individuals. Balanced scorecard: This implies a performance management technique which gives attentions to different overall performance indicators for monitoring progress in line with organizations strategic plan. Some of the instances are financials, learning, growth, internal business processes as well as the perspectives of the customers. Organized milestone: The idea behind this it aimed at setting a milestone for projects for the purpose of keeping track over the continuous progress of the project in question. Benchmarking Here, the attention is focus on how other organizations realize the target performances in addition to studying the methods of doing same. By benchmarking, careful study and evaluation of the prevailing situation is analysed and introduce improvements according to what obtains in the industry.