The market revolution, which started in 1815, transformed worker lives, and improved the nation vastly; although it also dropped the economy as well. The traditional market, which was based upon power generated by animals and water, was slow in activities such as transportation. The growing nation underwent peace, which then catalyzed the reform of the organization of the economy. As such, transportation was heavily improved upon, along with manufacturing, banking, and commercial law. However, there were also two panics during the time that occurred that led to many Americans who were anxious and uncertain about working in the country. Due to the market revolution having both positive and negative effects, it was beneficial to some extent.
Transactional Leadership is based on the principles of the social exchange theory, in which an individual would expect to give and receive benefits or rewards when engaging in a social interaction (Sullivan, 2012). The interaction will cease if one or both person decides that the exchange of benefits and rewards are no longer worthwhile. Transactional Leadership theory also focus on the task that need to be carried out and makes sure they are done the right way as compared to Transformational Leadership theory which focus on staff empowerment (Marquis and Huston, 2015).
The world has had many advances and changes in history. In the time period 1750-1900, the world changed immensely, bringing in not only new inventions and technology, but also the Industrial Revolution, Europe’s Imperial Expansion and migration of many people. This time period had many developments and communications that were also carried on after 1900, which was further improved later years ages this time period.
This phase encompasses developing a thorough plan, giving this plan to employees, develop a timeline, and fully develop communication skills. Phase 2 involves communicating with those that may be affected with the change, assess driving and restraining forces, and responding to concerns about projected change. In phase 3, a change agent should be identified. Change agents do not always have to be a manager or employee of the organization. If looking at an external change agent, always take into consideration that external change agents can be more objective than internal ones, but can be costly, take more time to assimilate duties and be seen as a threat by other team members (Mitchell, 2013). Phase 4 is the planning stage. During this phase, the change is fully identified, and the final draft of the plan is developed. Each member of the change process has been assigned their responsibilities. During phase 5, the role of the change agent is identified. Communication, feedback on progress, teamwork and motivation is emphasized in phase 6. The change agent is tremendously important during this phase as they need to communicate with staff and inspire change, meet staff’s intrinsic needs and continue ongoing training regarding the change so the change can be sustained. Phase 7 is terminating the helping process, which is the evaluation and withdraw of the change agent on an agreed date. The change agent should remain available for advice
During the period of 1900 to 1920, Progressive Era reforms included women’s determination for suffrage, labor restrictions, and the Square Deal as means of bringing about reform at a national level; however, there were limitations stopping each reformer from gaining the desired change.
Transformational leadership style work towards high levels of communication from a management to meet goals. Leaders are meant to motivate employees and augment productivity and efficiency through communication and high visibility. This style of leadership really does need the involvement of management to meet goals. Leaders focus on the big picture within an organization and delegate smaller tasks to the team to accomplish goals. Transformational leadership proves to be efficient not only in business, but in all other sectors where it is used. In order to increase strength in the position of transformational leadership. In terms of business, Lou Gerstner, the present chairman and CEO of IBM is one of the best examples
Throughout human history, migration of human beings is a pre-requisite of human progress and development. Without migration, human being would be doomed to an existence worse than that of the animals. A lot of people tend to migrate to seek a better life. The migration of people from one country to another country is not a new phenomenon. Since early days of colonialism, the colonial powers travelled around the world in search for raw material and new territory. Some of them moved to seek for freedom of worship and some even moved because of the instability of the government.
The strategic change cycle is one of the processes within strategic planning. This cycle is a ten-step process created to assist organizations in meeting their mandates, satisfying their missions, and constructing public value. “Strategic planning is intended to enhance an organization’s ability to think, act, and learn strategically” (Bryson & Alston, 2011).
Advantages and disadvantages of working within teams or groups with reference to relevant business communications theory
In our world today, we see progress everywhere we go. We see new innovations, we think of new ideas, and we hear all kinds of improvements in our current technology. Every day, people are coming up with ways on how to make life easier or how to communicate with each other faster. “Modernization theory emphasizes the process of increasing social integration and its economic, social, and cultural ramifications” (Linder and Strulik, 2011). But the question is, how do people come up with all these designs? Do they use the modern way wherein they learn from modern technology and concepts, or do they us the traditional way wherein they learn from the inventions and theories from the past? For me, there pros and cons to both sides. Not everyone is traditional but not everyone is modern. Some people base their ideas on what they believe in while some base it on scientific facts. This is where religion
My experience in Change Management is very limited. The theoretical knowledge I have acquired during the first four weeks of this module has made me realize that transforming organizations is a difficult and complex task. I have read case studies mentioning the unique contribution of change leaders whose role is to talk to people’s hearts and minds. I have also understood how important is to reconcile conflicting interests and emergent tensions between top-down transformation initiatives and functional operations. Despite the widespread belief that managing change is tough, there is little agreement regarding the factors which influence change the most. Different case studies and research papers name different factors critical for change success.
When change happens, an organization changes its strategy, which in turn, changes its structure, organizational culture, recruitment standards and etc. It indicates that strategy process is part of change process. As mentioned before, most change initiatives fail, no least because not engaging all employees in the process towards change (Stanleigh, 2008). We suggest that emergent strategy is a central part of successful change. One reason for this being that the foundation of emergent strategy is to involve more people in strategy making process (Mintzberg et al., 1988). According to Lines* (2004), there is a positive correlation between subordinate participation in change processes and success of change management projects.
First of all, I need to clarify that there is no dominant method of comparison between countries. Every method has its own advantages and disadvantages involving the level of abstraction, the scope of covering, etc. (Landman & Carvalho, 2016).In the early days, Lijphart (1971) called comparing many countries when using quantitative analysis, the ‘statistical’ method and on the other hand, when comparing few countries with the use of qualitative analysis the ‘comparative’ method. But nowadays, comparative studies are conducted to compare similarities and differences across countries and within countries.
1) Government may intervene in a market in order to try and restore economic efficiency. One of the ways the government intervention can help overcome market failure is through the introduction of a price floors and price ceilings. If prices are seen to be too high, price ceiling or a maximum price could be imposed on a market in order to moderate the price of the product. This policy is often used when there are concerns that consumers cannot afford an essential product, such as groceries. The effect of a maximum price could create a shortage as it could lead to demand exceeding supply for that particular good. Price floors however are minimum prices that the government sets when the prices of products are too low and they think producers are in need of assistance. Besides that, direct provision is another method of government intervention. The main economic justification for the provision of these goods is that, they may not be produced by the market otherwise since zero monetary profit would be made from its