Kinematics analysis of data Essay Example for Free

Kinematics analysis of data Essay From the data we gathered on this experiment, the effects of the height of the track can greatly affect the acceleration of the cart. Base on the data on the table, the higher the height of the track will have higher acceleration and will lead to higher sinÃŽ ¸. From this, it implies that the higher the displacement of the track will lead to the higher acceleration of the cart. The reason why the cart will have higher acceleration to higher displacement is because of the continues gravitational pull to the cart without restriction to its track. Time and the inclination of the track are interrelated to each other. As for the higher the inclination of the track will lead to shorter time to takes the cart to goes down to the track. The time will become shorter because as for the higher the inclination of the track will also have higher acceleration which means the cart will become faster and that’s why it will takes shorter time to goes down to the track. The difference between the picket fence’s acceleration and the value of g is the value of the slope of a graph of average velocity versus time will be the acceleration due to gravity of the falling object. And also the value of g is the computed value for the free fall acceleration, while the picket fence’s acceleration is the value that gathered by manual experimentation for the free fall acceleration, that is also why the data on the g of table 2 and the data on table 3 have the similarities on the digits or values.

The Connection between Writing and Technology :: Teaching Writing Education

The Connection between Writing and Technology There are times when an idea pops into your head and immediately you need to write it down or lose the thought forever. What is the first thing you grab? Probably a pen or pencil and then a piece of paper, or even the nearest keyboard. These technologies are so common, we don't even give them a second thought; they are just there. With almost every household owning a computer we even tend to take them for granted. Now imagine these writing technologies didn't exist and that Henry Thoreau's father didn't perfect the pencil, what would you grab then? This is what I set out to do; find a writing technology that isn't common today. At first, I thought about what our ancestors would have used and depending on how far back we go, this can range from a quill and ink to carving on stone. Looking around my house though, these things weren't easy to find. So, I searched thru the yard looking for anything that might resemble paper. I kept coming back to the leaves hanging on the catalpa tree. I first decided this had to be my paper. It was the closest thing to being flat and the leaves were large enough for my text. For my pen I tried many different tools. First, the obvious, I could use a stick. Then I decided to cut some of the needles off my pine tree and use them. With these I twisted them tight and then tied them with Cattail reeds from the pond. Just from the looks alone, I knew this had to be my pen. My ink was a challenge though. First, I tried to burn the tip of the "pen" in order to produce ash. I figured this would be easy and would work in the same manner as a pencil. After much burning, my porch smelled like a pine forest, but little ash was being produced. This led to another search of the yard and the discovery of my ink. I had found some wild grapes and knew this would be an easy substitute for ink. Once the grapes were crushed and the neighbor's questions answered, I preceded with my new technology experiment. By burning the tip of my "pen" I had formed a perfect point to write with. This was out of pure accident, but none the less a stroke of luck.

Immigration to the United States Essay

What reasons motivate people to immigrate to the United States? We know that most newcomers leave behind poverty and unemployment in their homelands in search of better fortunes in America. However, research on this subject suggest that the causes of immigration are often more complex and numerous than most assume. The capacity of natural disasters, environmental crises, overpopulation, wars, and civil unrest to uproot and set in motion millions of people around the globe and refugee and asylum policies that extend relief to some non-citizens fleeing political, ethnic, religious, and gender persecution. This is but a short list of the different reasons to mass immigration to the United States today. Evaluating the causes of U.S. immigration can reveal a great deal about recent immigrants, their homelands, and America’s image abroad. Daniel Tichenor from the Rutgers University states in his essay U.S.A. Immigration, â€Å"The story of the American people is a story of immigration and diversity.† Each immigrant in this country has a different reason of why he or she came to the  United States. Throughout the years the reasons change for the new immigrants; according to the American Immigration Web Page, â€Å"from 1607-1830 the major reasons were political freedom, religious tolerance, economic opportunity, people wanting a better life, better job, more money and some were forced to leave because of slavery.† There are two types of motivation for immigration â€Å"push† and â€Å"pull† factors. According to Daniel Tichenor, push factor is â€Å"the need to leave in order to survive.† Push factor is the case of the people that was mentioned before, the people that have to leave their country for political freedom, religious tolerance, and the slavery. An example of this is the case of Turkey, Morocco, Egypt, and Senegal. â€Å"These countries involve men looking for a job education, and escaping from persecution, and over a period the process is followed by family reunification migration and family formation migration†Ã‚  (push and pull factors of International Migration web page). Pull factor is when the people are attracted for what they could have in other country, like economic opportunity, better opportunity of to get a career, they want a better life. It is the case of Mexico. When Mexicans immigrants came to the United States; they are looking for better economic life. The difference between the dollar and the peso (Mexican coin) is too much, one dollar in the actuality are around eleven pesos with fifty cents, so Mexican men came to the U.S.A. to get a job, and they usually send the money they earn to their families in Mexico. In some of the cases after a few years, they bring all their family to the U.S.A. for family reunification. In some cases people have both â€Å"pull† and â€Å"push† motivations to immigrate to the United States; it is the case of Cubans. Cubans come to the United States for political freedom, escaping from Fidel Castro, and looking for a better life and more economic opportunities. As we can see, both â€Å"pull† and â€Å"push† factors in most of the cases end with the same phrase â€Å"family reunification.† Everyone who goes to other country looking for freedom or a better life need more than that, they need a family who share all the good things with, but someone who wants to live in the United States needs a citizenship or at least a residency to do it. Some of the countries have more facilities than others to get the necessary documents to live in the U.S.A. For example, for Cuba it is easier than for other countries to get the residency. â€Å"Until 1985, there was no quota for Cubans entering the United States via normal immigration procedures as there was for other immigrant groups.† In the past, both documented and undocumented Cubans who came to the U.S.A. were welcome, â€Å"Cuban undocumented entrants have always had special status, while entrants from other countries have been required to demonstrate that they were fleeing political persecution to be granted refugee status.† It is known for all around the  world that Cuba has very strong political problems, and this is the reason of why they have this special status, since 1996 â€Å"the Attorney General has had discretionary power to guarantee permanent residency to any Cuban who has been in the United States for a year, including those on visitor’s visas who have overstayed the period delineated in their  visas.† (All quotes are from the Web Page, Cubans have a very strong sense of cultural identity.) For other countries it is more difficult to get the U.S.A. residency, for example the case of Mexico. In the past if a child had been born in the United States, the parents become U.S.A. citizens as same as the child. Over the years this rule changed, in the actuality there are just two ways to become a citizen for the Mexicans, the firs one is that you by yourself submit the application to the U.S.A. embassy, and wait until all the process is ready and they’ll call you for the interview, they the people who works in the embassy, check all your status, and if you cover all the requirements they will give you the U.S.A. residency. The second way is that someone of your family, and it has to be a parent or a brother, send to the embassy a request that say that they want you to be in the country, after this it is the same process than the first one, but you have more opportunity to be accept because one member of your family is requiring you to be in the country. Only after 5 yea rs you can apply for the citizenship. A problem that new generations could find is the lost of traditions. For example in the past, the children of immigrants learned English, but they didn’t learn their parents’ first language. But this problem could be resolve; recently, Americans have placed greater value on diversity, ethnic groups having renewing and celebrating their heritage, and the children of immigrants often growing up being bilingual. The United States has welcomed more immigrants than any other country, more than 50 million in all, and still admits between 500,000 to 1 million  persons a year. Although for some countries is too difficult to be legally in the United States, more  people want to come, and it is good for the country, because we need this people, they are the labors, the workers, important people. It is the people who make the difference in the country. Work Cited Page. Tichenor, Daniel J. U.S.A. Immigration, Rutgers University, February, 2000. (Immigration Web page.) NIDI/EUROSTAT. Push and pull Factor of International Migration, Eurostat. May, 2000 (Push and Pull factors web page.) Cubans have a very strong sense of cultural identity. Cuban Immigration to the United States. February 18, 2004 (Web Page of Cuban Immigration, the date shown is the last day the page was updated.)

Learn About Scarab Beetles of the Family Scarabaeidae

Scarab beetles include the biggest insects in the world, in terms of sheer mass. Scarabs were revered in ancient Egypt as symbols of resurrection. More than just powerhouses, scarab beetles serve important roles in the habitats where they live. The family Scarabaeidae includes dung beetles, June beetles, rhinoceros beetles, chafers, and flower scarabs. What Are Scarab Beetles? Most scarab beetles are robust, convex insects with brown or black coloring. Whatever the coloration, size, or shape, scarabs share a key common feature: lamellate antennae that can be closed tightly. The last 3 to 7 segments of each antenna form plates that can be expanded like a fan or folded together into a club. Scarab beetle larvae, called grubs, are c-shaped and usually live in the ground, feeding on roots. The grubs have a distinctive head capsule, and easy to identify legs on the thorax. The family of scarab beetles falls into the following classifications: Kingdom - AnimaliaPhylum - ArthropodaClass - InsectaOrder - ColeopteraFamily - Scarabaeidae What Do Scarab Beetles Eat? Most scarab beetles feed on a  decomposing matter such as dung, fungi, or carrion. This makes them valuable in their environments as they are a bit like the cleanup crew or garbage haulers of the animal kingdom. Other scarab beetles visit plants, feeding on pollen or sap. Flower scarabs are important pollinators, for example. Larvae feed on plant roots, carrion, or dung, depending on the type of scarab. The Life Cycle of Scarabs Like all beetles, scarabs undergo complete metamorphosis with four stages of development: egg, larva, pupa, and adult. Scarab beetles generally lay their eggs in the ground, in dung, or in other decomposing materials including carrion. In many species, the larvae feed on plant roots, though some feed directly on dung or carrion. In areas with cold winter climates, grubs typically move deeper into the soil to survive freezing temperatures. They then emerge as adults in early summer. Special Adaptations and Defenses Some male scarabs, such as rhinoceros or Hercules beetles, bear horns on their head or pronotum (the hard dorsal plate covering the head-body junction). The horns are used to spar with other males over food or females. Dung beetles excavate burrows below manure piles, then mold the dung into capsules in which they lay their eggs. The mother cares for her developing young by keeping the dung ball free of mold or fungi. The June beetle (or June bug) feeds at night and is attracted to light, which is why theyre often seen on warm evenings in early summer. The female can lay up to 200 small pearl-like eggs and the larvae feed on plant roots for three years before emerging as adults. Some plant-eating scarabs such as the rose chafer are poisonous to chickens and other poultry who eat them. Range and Distribution Some 20,000 species of scarab beetles inhabit terrestrial habitats around the world. Well over 1,500 species of Scarabaeidae live in North America.

Effects Of Steroid Hormones And Neuropeptides On Social...

Acephalia A Review of the Effects of Steroid Hormones and Neuropeptides on Social-Emotional Behavior Bos, Peter A., Panksepp, Jaak, Bluthà ©, Rose-Marie, van Honk, Jack (2011). Acute effects of steroid hormones and neuropeptides on human social–emotional behavior: A review of single administration studies. Frontiers in Neuroendocrinology 33 (2012) 17-35. 1. Introduction/Background Information The discovery of hormones and their function has been relatively recent. The term was first coined by Professor Earnest Starling in 1905. He derived the word from the Greek meaning â€Å"to arouse or excite.† However, the idea of the role hormones could be traced back as far as ancient Greece. Though Hippocrates’ theory on humors has been refuted, the†¦show more content†¦The neuro-developmental effects of these chemicals are comparatively well-known, while their impact on human conduct has yet to be fully comprehended. 2. Goals of the study The main goal of this study was to review all of the placebo-controlled single hormone administration studies addressing human social-emotional behavior, involving the peptides oxytocin and vasopressin, and the steroids testosterone and estradiol. This research gives insight into the underlying neural mechanisms and also demonstrates substantial hormonal control over human behavior. After reviewing and discussing the placebo-controlled studies, they proposed a theoretical model that synthesized detailed knowledge of neuroendocrinology of social-emotional behavior in animals, as-well-as the recently gained data on humans. The study of emotional and behavioral disorders have become more popular in the last twenty years. Characteristics of these irregularities include: learning disabilities that are not explainable by either sensory, health, or intellectual factors; persistently inappropriate feelings and conduct; and/or chronic unhappiness or depression (gadoe.or g). The authors of this study thoroughly analyzed the underlying neural mechanisms of supplemental hormones and how they affect participants as opposed to using a placebo. Research into human behavior as it relates to neuroendocrinology will be crucial to future generations and their interrelations. 3. Methods and

Defense Of Globalization Is Beneficial For Every Nation

In Defense of Globalization is a very captivation book written by a highly respected author in the economic field Jagdish Bhagwati. At first glance, Jagdish Bhagwati disperses extensive reasonings for why it is beneficial for every nation to enter the global economy. Bhagwati gives an in-depth definition of globalization as the â€Å"integration of national economies into the international economy through trade, direct-foreign investment, short term capital flows, international flows of workers†¦ and flows of technology.† Then he tackles down various issues such as globalization’s effects on domestic and foreign labor market, women’s rights, gender discrimination, child labor abuse, and environmental destruction. The scope of Bhagwati’s book mainly embraces globalization and free trades, his book truly satisfies critics on the pro-globalization debate. The first part of the book provides extreme defensive arguments set forth by the opponents of globalization, which are the anti-globalization groups. Bhagwati would refer these groups as the discontented mixture of anti-corporatism, anti-Americanism, and anti-capitalism that exists in today’s world. They advocate that freer trade is detrimental to the environment; it hurts domestic workers, and increases poverty rather than stimulating a poor nation’s economy. It is creating a societal ill, a cultural hybrid that harms the indigenous culture, which will lead to the abusiveness to the host country. The anti-globalization groupsShow MoreRelatedThe Political Of Political Globalization938 Words   |  4 PagesGlobalization refers to the â€Å"process of interaction and integration among the people, companies, and government of different nations†. Globalization can be broken into three parts: economic, political, and cultural. 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Strategic Change in an Organisation Free-Samples for Students

Questions: 1.Discuss Models of Strategic Change.2.Examine the need for Strategic Change in an Organisation.3.Develop Systems to Involve Stakeholders in the Planning of Change.4.Develop Appropriate Models for Change. Answers: Introduction Strategic change in an organisation is associated with the change in the management and modification in the mission, vision and objectives to achieve a specific targeted goal. The reason behind strategic change in the management is rapid, dynamic changes in surroundings and volatile buying behaviour of consumers (Cummings and Worley, 2014). Changes in the management create more opportunities and explore new growth areas for the organisation. These changes are mainly influences by various internal as well as external factors of the organisation. Moreover, changes in the market place are persistent and competition is also becoming intense day by day. And to meet with these contemporary changes and competitive environment, strategic changes in the management are essential to adjust theory and planning of the organisation. The strategic change intervention improves the organisational productivity and functions at different level. It strengthens the individual and team response with the active leadership. It derives changes from current strategic aim of an organisation with the transition in coveted future strategic goals (Cummings and Worley, 2014). Therefore, this study is highlighting the significant changes in an organisation. For this purpose, planning changes has been explored with theory and pertaining issues in model for changes. It also illustrates the strategy of change developed involving stakeholders of the organisation. Apart from that, the report has also been supported by factual information on strategic change project. 1.Models of Strategic Change The main influence that forces strategic change in an organisation entails internal as well as external factors. Where, changes are permanent in today's business world, it is required to ensure the competitive position of the organisation by developing the strategic model of change (Hiatt, 2006). The model should be considered with the future desired organisational objectives and current state of the firm. Thus, for this purpose some of the model of change is described as follows: Lewin's Model of Change Management: This model was created by Kurt Lewin in 1950 who was a psychologist. As per his inference, he found that people wants to deal and operate within their own space and safety zone (Simms, 2008). To change the management scenario and explore opportunities, he explained the process in three stages that are first, Unfreeze- management should make efforts and motivate its staff to fall out of this attitude and tenancy. Second is Transition which leads to major and perpetual changeover through reassurance and apt leadership by the management (Simms, 2008). Third is Refreeze, after implementation of strategy successfully, staff will have to follow new guidelines and control which is refreezing the staff. Though, Lewin's Model take time to enact, yet it is the most simple and effective way to develop change in management. Kotter's 8 steps Change Model: John Kotter is the developer of this Model of change that aims to turn the transition into a campaign. Leaders articulate the requirement and reason for the change to their staff; they assure those companies benefit and ensure their growth prospective to their employees (Kotter, 2012). This urgent need for change enables employees to acquire and enact changes in the organisation. The model embroils eight steps as follows: 1) develop comprehension and urgency for change in the organisation. 2) Selection of dutiful and hard-working key team members. 3) Set objectives and foresightedness for change involved in the process. 4) Establish a sound cognizance regarding change requirement (Kotter, 2012). 5) Motivate and inspire team members for change in the organisation. 6) Set projected objectives and aim of the organisation for short term application. 7) Try to accept the change in the organisation and follow it steadily. 8) Make it a long sustained strategic goal for the organisation (Kotter, 2012). These steps are very easy to emerge and more focused on acceptance and preparation for change. However, no step can be skipped and the process takes a long time to complete. ADKAR Model for Change: This model is specifically for change in the management and one of the most implemented models for strategic change in an organisation developed by Prosci. It is based on the five elements that must be concerned for the change dealing in individual level effectively (Hiatt, 2006). ADKAR acronym used as Awareness of the purpose of change, Desire to involve in significant change, Knowledge on the strategy and proper implementation for dealing with situation and Ability to adopt the changes positively executing new behaviour and cognition (Talloo, 2007). Last is Reinforcement for perpetual change and maintaining it with the vulnerable environment. McKinsey 7-S framework: It has been found in 1980s by McKinsey and Company which is implemented with the focus of 7 stages. The steps are as follows: Structure that gives the examination of structure of the company and potential to execute the model of change. System system focuses on the updating and discards of old system and replaced with new one (Cummings and Worley, 2009). Skills it will be used to enhance the effect of change in the organisation by utilising abilities and talented employees and key partners of the firm. After that, Staff is responsible for the successful execution of change, thus people of business should be from diversity and their turnover structure should be prcised. Strategy- the apt strategy will be decided by the competitive analysis and its models implementation can decide the future of the organisation (Cummings and Worley, 2009). Last is Shared value- it is mission and objectives that are projected via change in the management by every single person stakeholders of the company Relevance of models with current economy Every change in an organisation should be executed slowly, systematically and steadily. As per Kotter's model of change, the implementation of any change should be incorporated step by step and not by rushing into transformation. In addition to this, today's business environment is very unpredictable which requires urgency for the change in Organisation steadily. For this reason organisation should always inspire and motivate its employees with urgent need and with coherent comprehension of the concept of change (Reed, 2017). The current economy is strongly uncertain and intensely competitive, thus it requires some sustainable approach to deal with the situation. Along with this, it is very vital for an organisation to integrate its stakeholders specially employees in the planning and strategy of change. It will help the company to utilise them as a valuable asset of the organisation and bring their loyalty and commitment towards organisation. Furthermore, if a company is not able to communicate the need for change to its employees or adopts a modest way to deal with the change, it will indeed desert the process of change. Consequently, it will dwindles the environment and discourage employees for the change. In order to avoid this situation, Kotter's model of change will aid company in overcoming the volatile environment and redesign the organisation (Griffin and Moorhead, 2011). For this reason, leaders of the company must articulate their method clearly and efficiently to address the change appropriately. Management should also significantly focus on the active participation of team members that encourage and ameliorate the change effectively. Apart from this, Lewin's and ADKAR model of change is more straightforward to deal with the problems in surrounding. The top management act as a reader and give full authority and confidence to the employees or team members to act in the change. Moreover, the model emphasised on the implementation of sound communication system between the team and top level management. For this purpose, they launch new equipments and techniques to resolve the issue (Reed, 2017). To make the change static they provide apt reward for the team that motivates and encourage them to incorporate change more effectively. This approach was also executed by Samsung Company due to competitive and social pressure. Top management of company shows confidence in its team and authorise them for destroying their poor quality handsets. Thus, this case shows that the Lewin's model of change can be applied at the time of very odd and adverse conditions such as political or legal changes in the environment (Reed, 2017). Importance of using strategic intervention techniques in organisation Strategies and techniques to solve the issues associated with the changes in the business environment are focused on the long term goals and sustainability. Likewise, the implementation of strategic intervention should be done in appropriate timing and with certain attentiveness otherwise It may affect the organisation harmfully. It makes dismal in the internal environment of the organisation and demoralise team members (ASL, 2015). Social intervention is a pivotal part of management and holds a prestigious position which alleviates the growth and development of an organisation. Similarly, its execution in organisation will empower the business process and communication language and helps management in directing and controlling their business staff efficaciously. In addition to this, the strategy in the implementation of the change is management is very necessary to provide a situational awareness that focuses to build a comprehension about the change and its influence on other organisations, attributes and characteristics (Boonstra, 2013). Along with this, it also enables the supporting structure to the organisation by facilitating sponsor and talented and skilful team members. The strategic operation also gives systematic and imperative analysis regarding resistance, special tactics and risks. Furthermore, it is one of the beneficial and critical parts for the successful application of the methods used in the change management. It gives strong judgement ability for the sound decision making and directing the results as per the set objectives (Boonstra, 2013). Moreover, the apt strategy will also define the results in detailed manner as how and who will be influenced by the change in management and in what degrees. Strategies that help in changing the management are deciding the goals before initiating any planning of change. The analysis of old systems should be done profoundly and projected goals are prepared accordingly (Naghibi and Baban, 2011). Additionally, the time of the change should be decided which its planning and defined time should be given for its implementation and after measurements of the results. The change in the culture is affected by the change in management thus; it has to be addressed evidently. The strategy should be based on the short goals and achievement should be celebrated with the each win to cheer and encourage employees to make it a big win effectual. The encouragement in the employees will help the company in finding new ways and innovative ideas to continue the change in management and in a directed way. The communication system is also a vital part of the strategy which should be focused to reach out for the hurdles and opposition by the stakeholders and conv ince them for the change (Naghibi and Baban, 2011). Admittedly, communication should also necessary for the employees encouragement and providing them vision and goals towards the change of management. The management should always try to achieve its projected goals with little margin of change and modification in the strategy for success. 2.Need for strategic change in the organisation Every organisation requires improvement in operation and function of its business activities to cope up with the vulnerable changes in the external and internal environment. Persistent improvement in an organisation is the eminent challenge though implementation of new strategies and defeating the resistance (Pablos, et. al., 2016). There are various reasons which require strategic change in the management of an organisation such as to seek out new opportunities in the market. Opportunities may include growth and expansion opportunities and also to attain the competitive advantage in the market. It is the most apt approach to review previous operation with the strategic new goals. As it narrows the performance gap of the organisation, it supports the management team in proficiency to achieve the objectives and goals of the organisation. In addition to this, internal and external pressures of the organisation are also notable reason for the change. Internal pressure embraces entrepreneurship, management and restructuring of the organisation whereas, globalisation, competition, technology, legislation and economic pressure involves in the external factors (Cameron and Green, 2015). One of the leading reasons for change is the fast and continuous change in the technology in the market. Emergence of new technology forces a company to cater new and innovative products in the market. To escape from crisis in the industry or market is another effect of change of management. Moreover, it may be also a consequence of static business activities which enforce them to change their management and result in new goals and growth of the organisation. In the same way, changes are the reason for flowing new energy and positive attitude in the organisation. It can be the need to stop the failing products and services in the market provided by the organisation (Pablos, et. al., 2016). Lastly, it can be associated with the acquisitions and mergers recently occurred in the organisation that has affected the organisation negatively. To overcome these negativity and modification in the way of working strategic change management in the organisation is an efficient and effective approach. Factors driving the need for strategic change in the organisation Factors that influence the requirement of strategic change in management are divided into two forces that are External force and internal force. External forces are the pressure outside the organisation which cannot be controlled by the organisation and needs to be addressed for the survival of the organisation (Hussey, 2000). It includes political forces related to temporary environment for an organisation but has a strong effect on its products and services. Economical forces connected with the economy pressure on markets and industry of entire country. Technological force is one of the major pressure arises due to vast competition, companies are seeking for innovative products and better than competitors that led to frequent and rapid change in the technology. Government forces are the pressure which is different in each country example deregulation, foreign exchange, suspension agreement, antitrust laws and protectionism. Additionally, augmented global competition also constrains any organisation for continuous and fast change of products and services accordingly. Incorporation of information technology is the biggest support for an organisation along with the innovation in products and services through research and development department (Cameron and Green, 2015). Additionally, changes in the customers desires, needs and preferences are factors that cannot be controlled by the organisation. Changing trends, fashions and designs influences the choice of the customers as well as vast options are available in the market that confuses and directs their choice of buying. Internal forces embroils system dynamics with is concerned with the dominant groups of the organisation, integrated technology, informal and formal relationship within the organisation and intrinsic politics influences the organisational change. Furthermore, inadequacy of administrative process related to the rules, regulations and revision of goals and objectives. Likewise, individual/group speculations that meant to be satisfied for the greater productivity and better performance (Hussey, 2000) are also related to the internal forces. Structure focused change is decentralisation, downsizing and job redesigning that effects the cost and profitability of the organisation in a positive way. Other forces are technology change, person focused change, profitability issues and resource constraints that docile the change in management. The resources implications of the organisation not responding to strategic change Effective and systematic implementation of the strategic changes is crucial for any organisation. Coupled with the strong and effective response of the organisation is equally essential. However, if the organisation does not respond properly, it will harm the organisation drastically in terms of loss of market shares, finances, liquidation, and inability of production and loss of employment (Hussain, et al. 2016). Thus, cogent execution of strategic change management is paramount for an organisation to save its resources and future. In financial or economic crisis, strategic change is an essential part and bound to be responded positively by the organisation. Redesigning and restructuring of the organisation is a must for an organisation for the survival and protection for liquidation in crisis. Furthermore, it is crucial as well as urgent need for a company to complete the change process timely. The attainment of competitive advantage in the crisis is also not possible without addressing the strategic changes of the company effectively (Hussain, et al. 2016). Hence, it can be implicated with the above observation that an organisation should respond to the strategic changes in a positive way to resolve the problems and for the future growth of the organisation. 3.Develop system to involve stakeholders in change Active participation of team members and employees is a serious aspects while implementation of change management to gain the most out of the strategic change. Stakeholders are the key for success for any organisation without their support it is next to impossible to execute any crucial plan and develop (McCalman, et al., 2015). Nonetheless, if leaders of the organisation plan, organise, establish and monitor the process carefully, the participation of stakeholders can be optimised. Some of the points should be noticed at the time of planning cordially. Each and every stakeholder should assist and participate in the change of management directly or indirectly. Communication between the management and stakeholders should be sound and coherent. Conclusive orders should be avoided to emerge dissatisfaction among stakeholders. Thus, discussion and suggestions of stakeholders should be welcomed so that it brings commitment and loyalty of the team members (McCalman, et al., 2015). Furthermore, credibility and confidence on the management team by the stakeholders can only be gained if there is a fair transparency and honesty is promoted among them. The accurate reason for change should be communicated to the team members without hiding the details. While discussion listen to the stakeholders suggestion, follow-up questions and even repeat the information if needed. This will encourage them to share their views plus they will feel important to the organisation. Thus, proper articulation of information is must every now and then in the organisation. In case of any issue between stakeholders and management, try to solve it as early as possible (McCalman, et al., 2015). Convince them to agree on management terms with full consent and acceptance with minute adjustments. Difference in the opinion, feedbacks and comments should also be welcomed and handled properly to avoid the rebelliousness. Communicate and interact with the stakeholders frequently and organise meetings, if necessary. Try to fix it with relating their prospective with the strategic goal and managements goals. Create a change management strategy involving stakeholders There are seven steps that have to be followed to create a strategy change management with the help of stakeholders. First, Communication- foremost part of the strategy change integrating stakeholders is to inform them properly about the change and related queries such as need and how to implement these changes in the organisation (Whitley and Glaser, 2014). The methods of communication entail physical interaction, e-mailing, surveys, voting, questionnaire and interviews. Second, Introduction and Invitation- to introduce the strategic change direct meets should be arranged between business heads and top level management. Third, Need- the top management and business head should articulate the reason and strategy behind the change of management in the meeting. Forth, to document the minutes of the meeting along with hard copies of the change management should be circulated among stakeholders and welcoming their reviews on it (Whitley and Glaser, 2014). Fifth, Resolution of issues and change implementation- this involves the solution of feedbacks regarding change and convincing them on importance of change. Finally, Team selection- potential employees should be selected for the team formation concerned with the change management and lead the process effectively and efficiently. Evaluate the above system For an organisation stakeholders have a valuable position and no stakeholder should be taken for granted in every stage of change in organisation. The feeling of belongingness and confidence in the management is a product of clear communication by the management to the stakeholders. Along with this, it is very important in the process of change that the stakeholders will be taken seriously and sincerely (Yaeger and Sorensen, 2009). The organisation should always request and accept their reviews to motivate and encourage their participation in the process of change. In addition to this, their queries and concerns are addressed carefully. The aim of the management should be related with the strong comprehension between stakeholders and management regarding goals and objectives of the organisation. There are certain strategies that can ensure the stakeholder participation in the change such as outplacement strategy, containment strategy and engagement strategy. Engagement strategy- it is a very influential scheme by communicating and convincing the majority of the stakeholders for the change in an organisation. On the other hand, doubtful people will be convinced by this majority of convinced stakeholders. Thus, focus of the organisation to engage maximum people in the process by acceptance and convincing them. Outplacement strategy- this strategy is to eliminate the stakeholders if they are adamant and persistently resist for the change management (Yaeger and Sorensen, 2009). Another is containment strategy- this theory emphasis on the resistance and considering the reasons seriously due to the people behind it may have skills, special knowledge and experience behind it. Thus, the vision and concern for opposition should be looked and adjusted accordingly to add value and correction in the process of change management. Create a strategy for managing resistance to change Although, the feedbacks of the stakeholders may have positive as well as negative reviews on the change management, but can always be handled strategically by the managerial skills and abilities. There are some points which can be enlightened and concerned while handling the opposition of the stakeholders. Foremost is support and encourage the stakeholders by make them realise responsibility towards organisation and motivating them for the change (Sabri and Sabri-Matanagh, 2013). Their confidence and inspiration for the change should be set up, so that they become loyal and commitment towards organisation and sacrifice their personal goals where needed. Next is, dialogue and agreements between stakeholders and management on the resisting matters. The reason for protests should be deal around the table and adjustments from both the sides to resolve the issue should be encouraged. After that, openness and participation of stakeholders in the strategic change to make it effective should be improved and encouraged. The participation of stakeholders, active or collective, direct or indirect should be vitalised to realise their sense of belongingness in the organisation. Education and communication is the another aspect which should also be highlighted while resolving issues. Misunderstanding and unclear communication leads to most of the tensions in the organisation (Sabri and Sabri-Matanagh, 2013). Thus, the power of good and sound communication should never be underestimated. Effective communication with the help of skilled personnel change management could be elaborated to the stakeholders. Decision making of the stakeholders will be influenced with the diplomatic, cognizant and clear communication to the stakeholder to influence their decision positively. 4.Appropriate model for change For any successful application of change management it is vital to plan it systematic and step by step. In this regard 5 factors affect are responsible for the success of the implementation of change process (Longmore, 2014). 1) Coherent vision and goal- the planning should be logically arranged and with a view of continuity and sustainability. It will also help in achieving competitive advantage, thus requires consistency. 2) Human resource management- stakeholders are the important part of the change thus treated as valuable assets. They are being motivated and inspired to achieve the organisational goal which helps in promoting their loyalty and commitment towards organisation. 3) Leadership is a very crucial aspect of the organisation which making any change in the organisation. A good leader is always acts as a role model for its followers. Likewise, management is very much responsible to provide suitable environment to the stakeholders and team members to adopt the change by establishing sense of direction and responsibility towards the organisational goals achievement (Longmore, 2014). 4) Linking strategic and operational changes to make the implementation of the changes more flexible and commuting towards strategic goals. 5) Reviewing the environment, internal as well as external factors that influence the change decision will be checked accordingly. Implementation of model for change To commute the strategy goals and make stakeholders realise after results of the change management will help the implementation more effectively and fast. Despite that management and decision makers of the organisation should always acknowledge about the merits and demerits of its execution in the organisation (Reed and Bogardus, 2015). Some point should be reviewed twice before applying it in the organisation at the time of planning by the decision makers. The complete plan comprising strategies theories schedules and stages of change should analyse properly. The stakeholders should be convinced and their acceptance should be focused to attain the majority. The role of stakeholders should be communicated effectively and the whole application should be explained efficaciously. Once the execution of the change is done successfully, stakeholder must be motivated and inspired with rewards and benefits. Along with this, implementation is a long term process and hence needs a special attention through training facilities for stakeholders as well as team members (Reed and Bogardus, 2015). Records and accounting of the whole change process will be done. Moreover, throughout adjustments in the strategies should be done with the requirement and need. Lastly, Evaluation of the progress will be measured again to acknowledge the position and direction to reach strategic goal. After control and monitoring of the whole change process should be programmed by the management for optimum effectiveness. Appropriate measures to monitor progress Some of the famous performance measure to ensure the progress supervision is as follows: The first measure is review and evaluation of the performance in which the progress should be watched time to time by the management. The reviews will be always matched with the projected goals and objectives of the organisation (Remme, et al., 2008). It will evaluate the weaknesses in the strategy on time and corrective measures can be taken accordingly. Furthermore, 180 and 360 degree method is to monitor the performance individual as well group members (Remme, et al., 2008). It is basically used for the rewards and bonus to the employees according to their performance in the process of change management. Balanced scorecard is another way to evaluate the performance and progress encompassing the financial, growth, business functions and learning factors that decides the organisation strategic goals and its achievement (Remme, et al., 2008). It also includes the prospective of customer in deciding the ultimate performance of the organisation. Conclusion From the above discussion it can be implicated that the change management is based on some of the main factors that decides its successful complementation in the organisation. Foremost is the planning which defines the need and requirement of the change influenced by intrinsic and explicit factors. Second is communication of the strategic change to the team members and stakeholders of the organisation. Along with this, it is crucial to ensure the involvement of the stakeholders active participation in the process of change. Moreover, it has been done with the systematic and logical way if opposition is being faced on the change. 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