Community Garden Review Project - 884 Words

Community Garden Review Process I did not think that this project would amount to much, it was a struggle, and took more effort than everyone expected. We knew that it would be difficult to get the basics planned, to get donations, and to finalize details but I did not think it would be that difficult every step of the way. Going to class most of the semester made me anxious because I knew that it would end in heated arguments and people leaving upset and not much progress. I do not handle conflict well; it stresses me out and when everyone begins fighting it leads to me feeling helpless. After this class and this project, I have learned to handle this stress better and that even though I am a quiet person I can still have a say in how things are handled. Although the closer to the event we got the easier it was to plan, it was still chaotic. I think that towards the end of the semester we wanted to do whatever was the simplest and this actually helped the project. In our brainstorming we covered all different kin ds of events to have—from large and extravagant to backyard barbeque-esque, and the smaller setting seemed to feel more in-line with what we wanted to achieve. If we had stopped talking and processing when we thought we had everything figured out, we probably would have spent a lot more money for not much more experience and it would not have been as successful as the event was. Most of the details for the event were not decided until right before the work days orShow MoreRelatedUrban Agriculture Essay example1627 Words   |  7 PagesGirardet). In a world of cultural scientific knowledge and industrialization, establishing agriculture into the ever-growing urban communities is essential and can nurture social consensus, economic and environmental merits that can be distributed plentifully. 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`` City Requiem, Calcutt Gender And The Politics Of...

Dreaming of Tombstones (133-188): A Summary and Critical Analysis of Gender Issues in â€Å"City Requiem, Calcutta: Gender and the Politics of Poverty, Volume 10† by Ananya Roy In Chapter 4, Roy (2008) defines the lack of city planning for the city of Calcutta as a way to understand the amorphous nature of land boundaries, settlements, and the lives that squatters live in this city. Shah’s story of the dreams of tombstones defines the new ways in which to interpret the hegemonic discourse of rigid land boundaries. Without an urban plan to develop stable living quarters in the city, it becomes obvious that the effects of poverty are being integrated into the chaotic and unorganized methods of housing developments meant for the working poor. This occurs through the premise of electoral politics that support impoverished populations that leads to an absence of land records and maps (Roy, 2008, p.138). In this manner, the Desakota Hypothesis should be re-defined due to the existence of squatter regions throughout Calcutta, which do not fall into the rigid framework of the urban and rural divide. This aspect of the â€Å"communist† politics of Calc utta is part of the new frontiers of land management, mapping, and boundaries that define the new squatter culture in India. The hegemonic process of political domination that preserves the disorganization of working populations and the settlements in which they live. The foundation for â€Å"urban informality† is defined by Roy (2008) as a means

Alzheimer s Disease A Degenerative Brain Disorder

Alzheimer’s disease is a degenerative brain disorder that is found in older adults. One of the most famous American painters, Norman Rockwell, yielded to Alzheimer’s after a long and illustrious career. Interestingly enough, Rockwell’s (cited) paintings are now used sometimes in dementia therapy because of the memories and nostalgia they elicit. Can you imagine that one day the very thing you loved to do, would be helping others remember their lost memories and that you succumbed to that very same disease. This disease is characterized by the destruction of nerve cells and neural connections in the cerebral cortex of the brain and by a large loss of brain mass. When an autopsy is performed on an Alzheimer s patient, it is the neurotic†¦show more content†¦The affected person may not speak grammatically correct and talk in a child-like manner. They may substitute forgotten words for vague descriptions or make up new words. There is no cure for Alzheimer s disease. So far there are only a few drugs that can slow down the effects of it. Donepezil (Aricept) is the main drug for the treatment of the disease for all stages, which is a cholinesterase inhibitor. This drug is an Acetylcholine booster, helps the memory neurons. Unfortunately this drug does not reverse or cure the disease. Donepezil is a cholinesterase inhibitor and it affects the memory neurons in the brain, preventing them from breaking down. My father has been on this drug for almost ten years now and has done very well. With women being at a greater risk for contacting Alzheimer’s disease, the use of estrogen after menopause has lowered the risk. Estrogen boosts the production of acetylcholine, a key chemical neurotransmitter involved in the transmission of nerve impulses across the tiny gaps between nerve cells (synapses). In addition, estrogen improves blood flow through the brain and enhances verbal abilities of postmenopausal wom en who take hormone replacement therapy. According to the Center for Disease Control, there are over five million Americans with Alzheimer’s disease. The life expectancy for each person is different. Some may live with the disease for more than ten years and some only last three. There

Transformational Change At IBM And Smart Workforce Summit - Samples

Question: Discuss about the Transformational Change At IBM And Smart Workforce Summit. Answer: Introduction: This is the report that focuses onchange management as the major topic. Several another aspects such as resistance to change has also been discussed. The discussion initiates with the summary of the two articles that are titled as A transformational change at IBM and Smart Workforce Summit: 4Fingers' culture of discontentment. The later part of the discussion suggests some of the recommendations to the issues that have been identified in the articles regardingchange management. A transformational change at IBM This is the article that basically focuses on the transformational change that takes place in the organisation like IBM. In the year of 1990s IBM was in problem because the company was selling hardware at the time when the market is demanding something else in terms of services. The company was bearing lose and thus the solution was that the lifetime employment was changed into downsizing at that time. This requires the company to make transition. Most of the time, the change is implemented and the major participant are considered to be employees or executives but it is not only the executives who needs to bring the change but the other stakeholders also have to participate. This requires managing the transformational change. Salero and Brock change cycle suggest that there are different feelings of people during the change. Stage 1 is about loss where the people feel fearful and the last stage is about integration that deals with gaining the ability to be flexible. Whetten and Camer on gives a framework that deals with some of themanagement skills that helps in bringing positive change. Some of the skills are establishing positive climate, developing team commitment, vision, creating readiness etc. John Kotters 8 step process of bringing change is also discussed in the article by the author. The author focuses on IBMs need for change. It has been analysed that the company is serving the market with hardware infrastructure and the chairman of the company has stepped down and the new CEO has not yet arrived. This develop problem for the company and everyone knew that they need a change. The process of change starts with framing vision and mission. The GM of the company has asked the tow of the managers of the company to work together and get the work done. The project has started and the author who was one of the business executive managers has briefed the task force for the project. The task force are the favourite employees of their peers so that they can tackl e and convenience the whole staff for accepting the change. A full process of implementing the change has been followed. The first step is defining the transformation and the next step is defining the transformed organisation. After this, opportunitymanagement process has been developed hat deals with resource allocation. Now the time has come to make the transition on grounds and at the end. IBM has experienced a final transition successfully. Some of the success factors are there that needs to be considered such as clear vision and allocation of the resources and support by each and every stakeholder. Issues identified: Convincing the employees to accept the change: This means that the organisation needs to convince each and every stakeholder to support the change. Actual transition: this is the crucial stage in which a method has been used to make the actual change. Recommendations: Several recommendations have been made in order to resolve the issues that have been identified in the IBM transformational change. It has been analysed that transformational change deals with transforming the thinking of each and every stakeholders as per the thinking of the leaders in the organisation. This requires the company to convince the leaders other than that a process needs to be followed to be the change. Following strategies can be used for both the issues: Change champions: It is required by the organisation to appoint some of the change managers or the champions from the employees only so that these champions can convince the employees to bring the change. Lewins change management: This is the approach that is very common and basic approach to be used in order to bring the change. It includes three steps that are unfreezing, transition and freezing. In the first step that organisation need to practice the activities that helps the employees or other stakeholders to unlearn the things they know and then transition needs to be made. After making the transition, the last step is for freezing. This stage allows the employees and other stakeholders to accept the things that they have learnt and using the same in the new processes. Smart Workforce Summit: 4Fingers' culture of discontentment In this article, the author has focused upon explaining the resistance that comes from the employees side in the organisation at the time of making the changes. It explains the strategy that the CEO of the company called 4Fingers have used in order to lead the resistance and he called himself as the leader of resistance, this is a very short case that has been explain by the author so that the readers can know the importance of involving the employees and respecting them at the time of making the change. Otherwise, it my results in resistance from employees side. He argues that the companies need to look for the resistance from the different lenses then only the problem can be resolved. The example of a 4Fingers has been discussed in the article which is a restaurant. The CEO for the company that was named as Puggard was fired from the job because of his clashes with the owner of the company. There awesome financial disagreements between the owner and the CEO and thus he fired from t he organisation. After sometime, he joined back and decided to bring some changes in the company. He thrown his ego and all set for making the successful changes. The earlier thought of discontentment in the organisation has not been so successful and thus change was required. Puggard suggested that although the role of CEO is to enhance the value for shareholders but it is also required by the CEO to bring the cultural changes in the organisation. He argued that the first and foremost thing to do is to involve the employees. He used to call his managers as mini CEOs. This empowers the managers to take small decisions. This strategy helps the employees to have the sense of belongingness and also helps in making their performance better. Issues identified: The issues that may be raised at the time of making the changes are resistance from the side of the employees as the culture of the organisation was changing and the employees were the one who gets directly affected by the same. Some of the strategies can be used to convince and make them to accept the change in the organisation. The following recommendations can be applied for the same: Recommendations: There are several issues that have been identified in the above articles. As far as change management is considered, it has been analysed that change management is the process that help the organisation to manage the change in the organisation and remove the resistance of the changes. As per the articles that have been discussed, the major reason for the resistance to change has been identified from the employees side. It has been realised that employees are the one who resist the changes most of the times in the organisation. Thus, it is required to understand the cause of their resistance and the issues they feel at the time accepting the change. It has been analysed that overcoming the change is not the solution but these resistances needs to be resolved. The resistance that has been shown by the employees is tri-dimensional in nature that means it includes three factors that are affective, cognitive and behavioural. It has been analysed that kotterandSchlesingerssixchangeapproach es can be used to make the change effectively. Some of the strategies that falls under this approach are: Education and communication: when the information is not properly available then the best way to overcome the resistance for change from the employees side is to educate them regarding the change. Education helps the employees to gain the knowledge and the logic behind the change. Participation and involvement: when the champions of change have lack of information, they have to themselves design the change aspect and this requires the involvement of other people as well. Engaging the employees in the change process and decision making process helps then to have the sense of belongingness. This may resist in reduced resistance from the side of the employees regarding the change. Facilitation and support: when the employees show the resistance towards the change because of the adjustments they have to take then the managers can easily overcome or reduce that resistance by supporting the employees. The support and facilitation from the side of the managers helps the employees to face the fear and anxiety that develops in them due to change. Negotiation and agreement: when a person or the group that is in power resist the change then it may have severe impact on the overall change process. In this case, negotiation is the best option. The managers can provide or offer incentives to those people or group in power so that they can leave the company or either take the voluntarily retirements with all the extra benefits. Manipulation and co-option: when no other approach works for overcoming or reducing the resistance to change, the best option is manipulation. It is a tactic in which a person who is resisting may involve in the group of change champions only as a strategy of PR tactic and not for actual contribution. This is the very risky tactic as if the person get to know about the tactic the he may create issues in the whole change management process. Explicit and implicit coercion: this is the option that is available with the managers at the time of urgency. This is the approach that allows the managers to force the employees to accept the changes. The mangers need to develop a sense of fear amongst the employees by clarifying that resistance can results in their firing and losing of jobs. Conclusion: It has been concluded from the discussion that the article that is A transformational change in IBM discusses about the transformational change that has been successfully implemented in the company by several methods. The major issues that have been identified from the case are convincing the employees and implementation of change. It has been analysed that appointing change champions can help in convincing the employees to accept the change easily and implementing the strategy of Lewins change management model helps in bringing the change to the company very smoothly. Another article that is Smart Workforce Summit: 4Fingers' culture of discontentment discusses about the resistance from the employees side and also focuses on the impact of cultural change of the employees and on the organisation. As per the articles that have been discussed, the major reason for the resistance to change has been identified from the employees side. It has been realised that employees are the one who re sist the changes most of the times in the organisation. Thus involving the employees in the decision among process and making the part of organisation makes it easier for the leaders to implement the change. There are several approaches that have been given by KotterandSchlesinger. They suggested some ways such as negotiation, manipulation, support, participation, education etc. Articles: https://www.pmi.org/learning/library/transformational-change-ibm-9297 https://www.hrmasia.com/content/smart-workforce-summit-4fingers-culture-discontentment References "A Transformational Change At IBM."Pmi.Org, 2018, https://www.pmi.org/learning/library/transformational-change-ibm-9297. "Smart Workforce Summit: 4Fingers' Culture Of Discontentment | Hrmasia."Hrmasia.Com, 2018, https://www.hrmasia.com/content/smart-workforce-summit-4fingers-culture-discontentment.

Coming Of Age Essay Example For Students

Coming Of Age Essay When a boy loses his parents he is forced to become a man. Both Empire of the Sun and Night have a character, who goes through the hard times of a war camp during World War II and is forced to grow beyond his years to survive. In Empire of the Sun, written by J.G. Ballard, the protagonists name is Jim, and in Night, written by Elie Wiesel, the protagonists name is Elie. There is also a very prevalent controlling idea; this idea connects the two stories together. The idea is that the loss of ones parents forces children to tackle new and much more mature problems and struggles in their own lives. In these stories one can see two young boys become men from the separation from their parents.First, take the young Jewish boy Elie. This young boy is compelled to grow up because of the harsh conditions he endures and the fact that he has no parents to help him through it. Elie is forced to live in a concentration camp and be separated from his sister and mother. Later Elie becomes separated from his father after his fathers death. He is then forced to grow up so he can survive. Elie must make the choice as to whether or not he wants to continue like this. He is driven to become much stronger and he then questions his faith. He asks God what he did to deserve this. He also learns to hold his tongue. When a young girl is being raped by the boss of the factory, he learns to keep his mouth shut because if he does not he will be beaten. He also is witness to two very gruesome hangings. The second hanging seems even more grotesque than the first because the victim is only a child, described as a sad-eyed angel. The hanging even seems to bother the SS, who are more preoccupied, more disturbed than usual. And to make matters worse, the childs neck is not broken in the hanging. He must choke to death, a process that takes more than half an hour. Dealing with very meager amounts of food is just another issue Elie is forced to deal with. Elie is fed mere soup, which is more of a broth, to put it nicely. These examples easily paint the picture of what life was like to Elie on a day to day basis. Forced to grow up quickly because of the separation from his parents, Empire of the Sun is the story of an English child in Shanghai during World War II. The child, Jim is separated from his parents following the attack on Pearl Harbor. He grows up in a prison camp and adapts to the war and by the end of the book it is all he knows. Soon after being separated he meets an American named Basey. Both Basey and Jim are then forced into the Japanese war camp. There with his new friend and mentor he learns how to deal with real life issues, such as hunger and simply ways to just stay alive. Jim brings food and helps the sick and elderly, such as Mrs. Vincent and Mr. Maxted. He also gets a chance to see how brave and much he has matured when he stands up for Doctor Ransome when he is being beaten. Jim gets in the way of the Japanese officer and forces him either to stop or hit Jim. The officer then leaves the doctor alone. Jim goes from riding his bike around Amherst Avenue, the street his house is located on, to dodging bullets and watching bombs explode in the distance. In conclusion, both of these stories, Empire of the Sun and Night, show how small, innocent children turn into old, worn men. The boys must mature because they have to take care of themselves; they no longer have parents to do it for them. During war the loss of ones parents forces children to become adults. .u1c8ece6178a0d82dc009b8f57f6acbed , .u1c8ece6178a0d82dc009b8f57f6acbed .postImageUrl , .u1c8ece6178a0d82dc009b8f57f6acbed .centered-text-area { min-height: 80px; position: relative; } .u1c8ece6178a0d82dc009b8f57f6acbed , .u1c8ece6178a0d82dc009b8f57f6acbed:hover , .u1c8ece6178a0d82dc009b8f57f6acbed:visited , .u1c8ece6178a0d82dc009b8f57f6acbed:active { border:0!important; } .u1c8ece6178a0d82dc009b8f57f6acbed .clearfix:after { content: ""; display: table; clear: both; } .u1c8ece6178a0d82dc009b8f57f6acbed { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1c8ece6178a0d82dc009b8f57f6acbed:active , .u1c8ece6178a0d82dc009b8f57f6acbed:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1c8ece6178a0d82dc009b8f57f6acbed .centered-text-area { width: 100%; position: relative ; } .u1c8ece6178a0d82dc009b8f57f6acbed .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1c8ece6178a0d82dc009b8f57f6acbed .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1c8ece6178a0d82dc009b8f57f6acbed .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1c8ece6178a0d82dc009b8f57f6acbed:hover .ctaButton { background-color: #34495E!important; } .u1c8ece6178a0d82dc009b8f57f6acbed .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1c8ece6178a0d82dc009b8f57f6acbed .u1c8ece6178a0d82dc009b8f57f6acbed-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1c8ece6178a0d82dc009b8f57f6acbed:after { content: ""; display: block; clear: both; } READ: Hiv And Aids Essay