Case studies of managing change in Organisations

Case studies of managing change in Organisations Introduction Task 1 The requirements from task 1 are to identify three organizations which have recently changed the way they run their business, the research must include the nature of the organization and its position in the current economy, what changes they bring in the last five years and what are the outcomes of the change. Objectives of Task 1 Following are the main objectives of Task 1 Investigate a research in 3 organizations which have recently undergone changes in the way the run their business. What is the nature of these organizations and their current economic climate? What changes they brought into their organisation. What are the outcomes of those changes both positive and negative Produce a report to draw the conclusion of the base of study of these three organisations that how changes effects organization in todays economy. Three organisations I have chosen I have chosen the following three organisations for task 1 of the Unit two Managing Change in Organization Islamic International Medical College Trust (IIMCT) Paktel GSM (Zong) Smart Cars 1. Islamic International Medical College Trust (IIMCT) Islamic International Medical College Trust (IIMCT) was established in 1998 to provide medical education. Initially they start with a medical college at Islamabad Pakistan; they acquire a prominent building at the central location of the city. The trust founder is a retired army general, and a leading cardiologist known worldwide. After two years in 2000 IIMCT opened an Engineering College by the name of Islamic International Engineering College (IIEC) and an institute for the education of computing and information technology by the name of Riphah Institute of Informatics, all these colleges continued their daily activities as individual bodies reporting to trust headquarter; the affiliation of these institutions was with county well-known universities like Hamdard University and University of Engineering and Technology Taxila Pakistan. Changes in IIMCT Later on the management of IIMCT feel the need of their own degree awarding body, and this was the point when they decide to go for major change or organizational change. They applied to federal government for the licence of university and received the approval in 2005 by completing all the requirements of having a university licence, and this lead IIMCT to the foundation of Riphah International University. Now Riphah International University has different departments and faculties, Islamic International Medical College is now known as faculty of medical sciences of Riphah International University (RIU), IIEC is engineering faculty and RII is Faculty of Computing of RIU. The IIMCT continue its activities under the brand name while Riphah International University is the degree awarding body now. Recently they have launched different courses in collaboration with University of Bedfordshire UK, and Royal Medical College London. Riphah International University has now 12 faculties with three campuses and three teaching hospitals. Govt of Pakistan have issued them FM radio station and Television licence to the university for educational purposes. RIU have now opened its campus at Dubai in collaboration with Dubai state government. Outcomes of Change From above stated details its quite clear that the changes that IIMCT brought into their organization had a very positive impact like They now have their own degree awarding body They became eligible to get educational grants for Govt Have increased the number of faculties / institutes and also the number of students Govt of Pakistan offers them two govt hospitals and now they are using those as teaching hospitals for their medical students. Get approval to open overseas campuses. Able to work in collaboration with UK leading educational institutions. Have their own FM radio channel and soon will have a TV channel. Get good job placement for their graduates. 2. Paktel GSM (Zong) Paktel the pioneer in the telecom industry in Pakistan, start their operation in the mid 90s. Firstly they provide just ASM services but after the evaluation of GSM technology they also start GSM services. As they were having no competitors in the telecom market, so they were completely dominating the market, a few years after their first competitor came into telecom market an Egyptian company by the name of Orascom Telcom, and the brand name of Mobilink, later on Pakistan telecom also started GSM services by the name of Ufone. The entry of both these companies brought very hard results for Paktel and most of their customers started using services of other companies because of good quality and services, the management of Paktel tried so much to hold their place in the market and for that they offer so many attractive packages but was a hard luck for them and the company goes into completely background when another two companies, Telenor from Norway and Warid Telecom from gulf came in to Pakistani market. Changes in Paktel GSM After having too much competitors with very good business background and latest technologies it was very hard for Paktel to stay in the current scenario, so the management of the company decide to franchise the company and to sell more than 50 % of the company to the China Mobile Company, which is the universe leading telecom company. When China Mobile Company became the owner they bring a vast amount of changes in their technology, management, and the way they operate. They changed the brand name from Paktel to Zong, change the company logo, marketing strategy, introduce very attractive packages for customers, and start providing network services in very remote areas of Pakistan, and now they have on third position in having more customers after Mobilink and Ufone. Outcomes of Change Following are the impact of change that Paktel management bring into their organization i.e. from Paktel to Zong Increase in the number of their customers Now they have updated and latest technology Have now management team with tons of experience. Introduce very good and unique ideas and strategies for marketing, and have attracted a big number of customer to use their product Increase the revenue of the company Have earn a good name in the telecom sector by providing good services 3. Star Cars The company is a British company founded in 1994 by a British person Ernie Andreson at Oxford UK. The mission of the company is to provide cars on hiring with good services. By the end of 1999 the company business was amazing and StarCars were having 5 centres at different cities of United Kingdom. And at the end of 2004 the StarCars expanded its business up to 17 centres all over the UK. But as their business increases they were facing problems in carrying out the daily activities. Following is the list of main problems that became the base for change in near future for StarCars. There was communication problems, the staff members in other centres often found it difficult to sort out wage queries with Oxford. Also when a centre had a problem, such as customer dispute it was difficult to settle because no one seems to have authority at franchise centre, it was the only the founder of the company who make the decisions and was often unavailable. Because of the distance involved, the mobile mechanic found it difficult to maintain cars all over the country. The mechanics were overworked, and the condition of the cars goes wrong by having no proper attention. The accountability of each centre was a major problem for the head office. Because of the geographical distance between centres the staffs feels isolated, there was often a lack of leadership and some staff became demotivated and staffs turn over also risen. Change in StarCars The management of the company decide to organise the company geographically, they divide the company into seven geographical locations and appoint one manager for each region and delegate a lot more responsibilities and power to that individual. The regional manager was assign the responsibility to make daily visits to all the centres in the region, recruit staff and attend a management meeting with the owner and board of directors every two weeks. They also outsource all car maintenance to another business and allow managers to buy cars for their region based on regional demand, but they must have to provide proper justification for that. They start training programs for mangers and other staff members, and also a good incentive packages. Outcomes of Change Following are the main outcomes of change in StarCars Help the company to maintain their accounts easily Improve the way they operate, and increase in their business It became easy for the management to look after the business at all location by consulting the regional manger. Have a very improved organization structure and good communication among all the regional centres. Conclusion (Report) From: Naeem Ullah To: Board of Directors Subject: Impact of change in organizations in todays economy Date: 02-03-2010 In the current era changes effects the organizations the following ways Change in organisation can the baseline of the organization Changes bring alterations or change in the strategy of the organization Can effect the culture and measurement of the organisation Can bring increase or decrease to the profit of the organisation if it is a profit organisation. Change they way they develop, market their product or services Can reduce or increase the management hierarchies Introduction Task 2 This task is about the study of the bureaucratic organisations which are well established and large organisations. Many of these organisations have re assessed their strategies and positions. In this task the requirement is to select two bureaucratic organisations and evaluate their strength and weaknesses, the efficiency through which these organisations works, the impact of bureaucratic organisations on their environment and how these organisations react to change. Objectives of Task Following are the objectives of this task Identify two bureaucratic organisations Evaluate their strengths and weaknesses Impact of bureaucracy on their environment How these organisations react to change Produce a report to evaluate these organisations Report From: Naeem Khan (Managing Consultant) To: Managing Director Date: 29 Mar. 10 Subject: Investigation on two bureaucratic Organisations Two Bureaucratic Organisations To complete this task I have identified the following two bureaucratic organisations. British Telecom (BT) Pakistan Telecommunication Company Limited (PTCL) 1. British Telecom British Telecom (BT) is the worlds oldest communications company, with a direct line of descent from the first commercial telecommunications undertaking in the world.  The Electric Telegraph Company incorporated in 1846, was the first anywhere to exploit leading edge telegraphy technology and introduce electrical communications to an astonished world.  Within ten years an international  network had been developed, making communications possible within minutes and hours instead of days and weeks. The consequences for every aspect of society were dramatic and profound. British Telecom Provides global telecommunication services in more than 170 countries worldwide; Participates in London and New York Stock Exchange and is listed in the FTSE 100 Index. Provides most British fixed-line telephones with local loop and trunk network connections, and telephone exchanges. It operates more than 28 million UK telephone lines. Efficiency through which BT is Working As British Telecom is one of the worlds most popular telecom company, they have very experienced and skilled staff, equipped with latest tools and technology. They provide services in all sector of telecom, from telephonic conversation to fast internet broadband, Ethernet facility, Virtual Private Network VPN, Wireless Local Loops WLL and so many other products and services. The current assets of BT are more than 49.34 billion pounds, and have more than 28 million customers in UK, the total sales of BT in 2009 was about  £21,7235, which show the importance of BT in telecom industry in the country and also its values in producing good revenue for the countrys economy. British Telecom has about 18 competitors in the market but they have the advantage of having much more customers and a very rich history in the telecom sector of United Kingdom. Impact of Bureaucratic Environment on BT As British Telecom is a very big organisation having thousands of employees and dealing with such a big number of customers, they are having a very good organisational structure using the bureaucratic approach to implement their policies. In BT they use the traditional form of bureaucracy, the law, policy and regulations are normally created by the top management or board of executives and then a series of steps Is taken for the implementation in which the superiors pass their subordinates what to do and how to do, and evaluate their performance and then report to his higher authorities. How BT React to Change As BT is a bureaucratic organisation and its a very long and difficult process to introduce new change to their organisation. They follow a very systematic way to cup up with changes. To bring change into the organisation the decision is taken by the higher authorities and implementation is made on the ground in a series of steps instructed by the top level management. Pakistan Telecommunication Company Limited (PTCL) Pakistan Telecommunication Company Limited is Pakistan l largest converged services carrier  provide basic telephonic services to data and internet, video and audio conferencing throughout the country. The vision of PTCL is To be the leading Information and Communication Technology Service Provider in the region by achieving customer satisfaction and maximizing shareholders value. While the mission of the company is to achieve their vision by having An organizational environment that fosters professionalism, motivation and quality , An environment that is cost effective and quality conscious, Services that are based on the most optimum technology,   Quality and Time conscious customer service, Sustained growth in earnings and profitability. According to financial report of PTCL published in June 2009 the net income of PTCL is 9.1 billion  Pakistani Rupees. By nature PTCL is a bureaucratic organisation from its start, In 1995, Pakistan Telecommunication (Reorganization) Ordinance formed the basis for PTCL monopoly over basic telephony in the country. And in 1996 PTCL was listed in all the stock exchanges of the country. Efficiency through which PTCL is working PTCL is the largest telecom service provider in Pakistan and also part of the consortium of submarine communications cables network. They provide best communication services to their customers at their door step. PTCL have about 2000 telephone exchange round the country providing largest fixed line network, GSM, CDMA and Wireless Local Loop (WLL). Impact of Bureaucratic Environment on PTCL Impact of bureaucratic type of management is same on PTCL as like other bureaucratic organisation, they are very systematic and structured in bringing any change into their organisation and the way they are working. As in telecom sector in Pakistan PTCL is having the monopoly but in 2003 the post-monopoly era came with  Pakistans Liberalization in Telecommunication. On the Government level, a comprehensive liberalization policy for telecoms sector is was offered. Which bring the concept of privatizing the public sector organisations and PTCL was one among those. How PTCL React to Change As PTCL is a bureaucratic organisation but it has very strong labour union and employee union which is very influential within and outside organisation. When in 2005 the govt of Pakistan decide to privatise the company and sell about 26 % of its share to a gulf based company Etisalat there was country wide protest and strike by PTCL workers. They even disrupted Phone lines of some big Government institutions like Punjab University Lahore and many lines of public sector were also blocked.  And a very tense situation was created when the technicians of PTCL refuses the repair of undersea optical fibre line to Singapore, at last military forces take over the control of all offices and make a success transition of the process. Conclusion Bureaucratic organisations are very systematic and well structured They work efficiently in big organisational structures To bring change in organisation is very lengthy and time consuming process, it also takes more efforts as compared to other types of organisations. The bureaucratic organisation management may face saviour problems in bringing change in organisation. Introduction to Task 3 In todays world most organisations use the concept of Fordism to have more advantages over the competitors; they need to respond to the situations quickly and efficiently by providing good products and services to their customers. To have competitive advantages organisations needs to adapt to newer and better methods of organisational management. In this task the focus is on how organisation can work more effectively by using alternative forms of organisational development except that they are using. Objectives of Task 3 Following are the main objectives of this task Definition of the concept of Fordism and its importance Importance of Fordism in modern management Comparison of two organisations between alternative forms of organisational development. Fordism Manufacturing  philosophy that  aims  to  achieve  higher  productivity  by standardizing the  output, using conveyor  assembly lines, and breaking the  work  into small de-skilled  tasks. Whereas Taylorism  (on which Fordism is based) seeks  machine  and  worker efficiency, Fordism seeks to combine them as one  unit, and emphasizes minimization of  costs  instead of  maximization  of profit., the concept of Fordism was introduced by US  automobile  pioneer Henry Ford (1863-1947). Fordism was a method used mainly in the automotive industry; it improved productivity, but it was also a model of economic expansion and technological progress based on the mass production: the manufacture of standardized products in huge volumes using special purpose machinery and unskilled labor. This principle could be applied to any kind of manufacturing process and for a time it was. Major success stemmed from three major principles: The Standardization of the product The use of Special-purpose tools and/or equipment via the assembly line The Elimination of skilled labor in direct production, while simultaneously paying the worker higher wages. Fordism is a production process that standardized the production for a lower price and for a larger production. The factories were built on places where labor or raw materials for the product were available. The companies were in this way dependent of the place they were built. Besides that the city was dependent of the companies, because they served employment. Important of Fordism in modern management By using the concept of Fordism in modern management organizations can benefits from it in various ways, some of them are stated below Fordism helps in modern management to do jobs quicker and cheaper both Fordism and Scientific Management share common themes yet also display some significant differences. They both encourage looking at the fastest way work can be completed and impose strict guidelines upon employees and their job descriptions. This has led to a great deal of dissatisfaction among employees in production lines with alienation and monotony of workers that encouraged a high turnover of employees at organizations that imposed these techniques. Henry Ford developed much of his conceptions upon Taylors ideas of scientific management. These theories imply that contemporary organizations and their managers should take into consideration the ideas of employees to avoid division. Managers today often see workers as multi-skilled and more involved in the process of production via teamwork, the reintegration of manual and mental labor, and the empowerment of production workers. Todays mass production has seen t echnology wiping out many of the jobs once held by these employees. There is a movement towards a more flexible workplace in the wave of this new technology away from strict guidelines imposed upon workers and their job descriptions, they are now encouraged to learn about other areas of the workplace. Fordism and scientific management have greatly influenced our workplace today and their theories will continue to be built upon for years to come.   Comparison of BT and PTCL in light of above discussion Both these companies are public sector organization with big revenue generation each year and thousands of employees providing telecom services to their customers throughout their respective countries. Following is the comparison between these two organizations on the basis of their growth, processes, expansions, procedures and they way they introduce changes into their organization. PTCL BT PTCL has lunched WLL (prepaid postpaid) through this customer can connect where landline scarce. Provide high speed broadband, telephony services and TV on a single wire Provide their customers the facility of smart TV According to Annual report 2009 the net income of PTCL is 9.1 billion  Pakistani Rupees Have about 2000 telephone exchange Practicing bureaucratic in their organization. Having current assets of 49.34 billion pounds Have 28 million customers in UK They are competing with about 18 competitors in the market Providing products and services like internet broadband, Ethernet facility, Virtual Private Network VPN, Wireless Local Loops WLL and so many other products and services. According to the annual report of 2009 the total revenue generated by BT was about  £21,7235 Is a bureaucratic organization from start and still practicing bureaucracy to bring change within the organization. Conclusion Fordism is the concept which helps organizations in the development of the Standardization of the product Help organizations in developing goods and services in as assembly line Fordism helps organizations in modern management to produce good services to their customers. Introduction to Task 4 This task it is assumed that one of the organisation hired me and they require from me to come up with a clearer idea of the available models for change and come up with a presentation to the management of the describing the various models available for the organisation during the exchange from shop environment to internet sales, and advise the management which model to use, which is the best, and appropriate for the organisation. Pakistan Tele communication Company Limited has hired me and they demands from me to produce the following work. Objectives of Task 4 Following are the main objectives of the task 4 Describe various models for organisation Describe the appropriate model for change from shop environment to internet sale What is organisation change model When organisation tends to bring change into their organisational structure and operation they need to follow certain procedure which minimise the cost of change, it means that they should follow a certain steps of pre defined procedure. So change model is a set of pre defined procedure to ensure the secure change within organisation. Organisation change model in organisational development from the perspective of change in from top level management changes to the operational level changes. Available Change Models for PTCL Following are the available models of change for PTCL Dynamic Conservatism Dynamic conservatism model is focused on the increasing need due to increasing change of pace for the change process. This model was produced by Schon. The intention of this process model is to make the change process in organizations more flexible and dynamic. Kubler-Ross Model Kubler-Ross Model is also known as five stages of grief. It describes five discrete stages, she describes how people deal with grief and tragedy. Five stages of Kubler-Ross are Denial I feel fine This cant be happening, not to me Anger How can this happen to me? Bargaining I will do anything for a few more years Depression I am going to die what is the point? Acceptance it is going to be okay Dynamic Conservatism This model was described by Schon. He explores that inherent nature of the organizations can be conservative and protect them from constant change. Schon recognizes the increasing need due to the increasing change of pace for this process to become far more flexible. ADKAR ADKAR is a goal-oriented change management model that allows change management team to focus their activities on specific business results. ADKAR is a useful framework for change management teams in planning and execution of their work. Awareness Desire Knowledge Ability Reinforcement Appropriate Model for PTCL Bringing change in organization is very tough and complex problem, the management of the organization need to have deep look different aspects of the current position and the position of organization after change. Advising a change model to organization is a difficult job to do, because of the different factors involvement in the change process. So I will suggest PTCL to go for the two change models parallel from above defined models. Individual Change Model Dynamic Conversion I suggest these two models because of the very speedy changes in organization of PTCL and the way they perform their operations. So these two models will help PTCL to have a successful transition from their present state to where they want in future. Introduction to Task 5 In previous tasks a detail overview of the change models and process are provided, now in this task the focus is on the implementation of the change process and its activities, as I have done task 4 for PTCL, so in this task its required to show the implementation process of the change model for PTCL, because without proper and good implementation planning is just waste of resources and time. Objectives of Task 5 Following are the main objectives of this task Measure the efficiency of the change models for PTCL Plan the implementation process of change for PTCL Implementation of the change process Organisational change is a very complex and difficult task to accomplish, it needs to be properly planed and structured to make a secure transition from starting point of change till end. The organisational change involve different factors which need to be addressed when planning implementation of change. Following are the most common and important elements in change process Recognition of the need for change that why change is needed Establishment of goals for the change, means what goal you have decided to achieve Diagnoses of relevant variables, what factor are involve in bringing change Selection of appropriate change technique, what technique you are going to use for change Planning for implementation of the change, are you able to plan the change? Actual Implementation, implement what you have planned Evaluation and follow up, are you successful in bringing a secure transition (change) in your organisation Implementation Steps for Organisational Change There are eight main steps involve in the implementation of a change plan in an organisation, all these are important to follow, otherwise organisation management will be unable to yield the results they want from change. Establishing Sense of Urgency It is important to bring change whenever it is necessary or the management want to introduce the new ways of organisation operations. Powerful Guiding Coalition Organisational change is not a single or individual person responsibility, it involve the power of coalition of the people working in organisation. Creating a vision Without a vision its not possible to have a positive change Communicating the Vision Management should decide and discuss the vision for change with other staff members in the organisation. Empowering Others Give responsibility and power to the persons involve in change process Short Term Wins Break the problem statement into different achievable steps Consolidating Improvements Have some mile stone / check points to evaluate the performance Institutionalizing Change process must be within standard procedures. Issues with implementation of Change When organisation goes for change they may face certain problems and issues which need to be properly addressed time by time. These problems may occur at initial stages, at middle or may be at late stages of the implementation process, but the management of the organisation and individuals responsible for change must be aware of those and have the ability of quick response to the situation. Management may face some of these issues in implementation of change process Some manager unaware of change process and models Difficulties in getting support from staff members Lack of leadership Internal and external resistance to the change Difficulties in communication the change with stockholders Influence of govt rules and regulations Some economical and sociological problems Resistance to implementation of change Organisation may face two types of resistance to the change in organisation Individual Resistance Organisational Resistance Individual resistance may be Economic Reason, Obsolescence of Skill, Personal Reason, Ego defensiveness, Status Quo, Fear of Un-Known, Social Displacement, and Peer Pressure. While organizational resistance may be Threats to Power Influence, Organizational Structure, and Resource Constraint. Conclusion To implement a change process organisation needs to have looked at certain issues related with this process. This problem may be individual based or organisati

Are Character Traits Reliable?

Amanda Thomas Philosophy 103 November 19, 2012 Paper No. 2 In the book â€Å"Experiments in Ethics† by Kwame Anthony Appiah he states that â€Å"Individual moments of compassion and honesty makes our lives better, even if we are not compassionate through and through†. (Appiah 70) He also continues on to say that â€Å"[w]e can’t be content with knowing what kind of people we are; it matters, too, what kind of people we hope to be† (Appiah 72). He discusses the relationship between moral philosophy and  scientific research.He used some research experiments such as Milgrams and The Good Samaritan to further explain this quote. During these discussions he explains the difference between situationist and globalist/virtue ethics. Situationists are people who feel that what predicts behavior are situational factors instead of character traits. Globalists disagree with that statement and argue that character traits predict behavior. They also propose that good actions are defined as those done by people with the proper virtues and that virtues exist as part of individuals’ character makeup.A variety of psychological studies doubt these premises. The main issue is whether we have stable personality and character traits. Appiah uses modus tollens to give a logically from of the situationist argument. If the juice is made with sugar, then the juice is sweet. The juice is not sweet. Therefore, the juice is not made with sugar. One premises using modus tollens that a situationist could agree on is that if virtue ethics is true, then character traits predict behavior. Character traits don’t predict behavior; therefore virtue ethics is not true.Appiah takes the Milgram experiment to rule out certain strong forms of virtue ethics. He notes that virtue ethics can still serve as a guide to life, defining the ideals that should serve as our aims, even thought we rarely live up to them. Moral psychology imposes limits on the kind of peo ple we can become. Appiah uses a phrase that is, of course, necessary to consider in combination with the quote just mentioned, which is this â€Å"We imperfect creatures †¦Ã¢â‚¬  (Appiah 53). Darley and Batson’s ‘Good Samaritan’ study was conducted by viewing helping behavior in which students at the PrincetonTheological Seminary were asked to make individual presentations on the story of â€Å"The Good Samaritan†. The accomplice was slumped in a doorway in need of help. Unrushed seminarians helped the accomplice over 60% of the time. When seminarians were told beforehand that they were late for their presentation the helping rate dropped dramatically. Appiah accepts that if the situationist case is as right, then globalism needs to be rejected. However, he argues that virtue ethics can live on even with the end of globalism, or at least he argues that virtue still matters in a world in which situationist lessons are learned.We hope to develop cons istent character traits and to obtain a highly assimilated character, the efforts of attempting to behave in ways show that virtues is one that is worth making. It makes our lives better if we help others a bit more when we are in a hurry than we would if we were unconcerned about attempting to obtain the virtues. He also feels that one can take and embrace the truth in both virtue ethics and situationist by putting people in situations where their virtue is maximized. He feels that the premises aren’t necessarily all true.Appiah believes that experimental research has an even deeper connection to morality. To some extent, we have to trust our gut feelings when determining what is right and wrong. He states in Chapter 1 that â€Å"The conjunction of virtue ethics and situationism urges us to make it easier both to avoid doing what murderers do and to avoid being what murderersare. †I believe that Appiah’s view on virtue ethics and situationist is true. Character traits aren’t completely reliable and certain character traits can help determine how you act in a certain situation but, also certain situations can completely dismay your character traits.

Human Rights for Individuals with Mental Health Disabilities Essay

This article discussed key human rights points that are not essentially practiced throughout the world. Lawrence Gostin states that liberty, dignity, equality, and entitlement are those points which the World Health Organization are working on further for others to accept as human rights norms for individuals with mental health disabilities. The review will provide examples of the violation of human rights some persons with mental disabilities are exposed to. The group WHO put in place legal precedent and public pressure; created by this body of international law they have encouraged domestic governments to apply human rights principles to their policies affecting mentally disabled individuals at the national and sub-national level. Human Rights for Individuals with Mental Health Disabilities The overlooked and unspoken of disability of mental illness has been brought to the forefront with this article Lawrence Gostin has written. International Human Rights Law and Mental Disability provided great detail of how these individuals are seen, portrayed, and handled out in society. In our society mental illness is seen as instability and people continually turn their noses up in disgust when dealing with persons with such diagnosis. Many human rights are taken away from these people and can lead to some negative experiences. â€Å"The mentally disabled have ended up in prison, in equally deplorable adult homes, or on the streets, homeless and destitute,† says Gostin explaining the disregard for this demographic. As he describes this neglect I relate it to the same mistreatment to the individuals that called Willowbrook State School in Staten Island, New York, home from the 1930’s until 1987. This facili ty’s was planned out for mentally disabled children, after ping-ponging ideas of its patient focused goal from U.S Army hospital to Veteran services, Willowbrook held to its original plan. While beginning seemingly well this insane asylum took a turn for the worst and began experiencing hepatitis outbreaks, extreme overcrowding, unsanitary living conditions, and malnutrition. In 1987 after much controversy the hospital closed down. This facility was a clear example of the violation of human rights and how the mentally disabled are treated not only in society but also the neglect seen in some health care organizations. The World Health Organization, European Court of Human Rights (ECHR), and Inter-American Commission on Human Rights (IACHR) are working together to change that negative connotation. These groups wish to provide all disabled people their â€Å"four interrelated human rights: liberty, dignity, equality, and entitlement.† With these values individuals can ultimately work there in a normal environment instead of being pushed into dark insane asylums. The major initiative now is to engage society as a whole in strive for public mental health. The movement of public mental health reaches to involve population based services, screenings for mental illness, and education on the topic of mental health. History shows society, government included has not treated the mentally disabled population very well, and these measures are a step closer to erasing those d iscrimination and prejudice lines. Reference Gostin, Lawrence O. (March-April 2004). The Hastings Center Report: International Human Rights Law and Mental Disability, 34.2, 11-12. Fisher, Danny (Producer), & Fisher, Jack (Director). (14 February 1997) Unforgotten: Twenty-Five Years After Willowbrook [Motion Picture]. United States of America: Willowbrook State School, Staten Island, New York City, New York.

Heroes And Heroes Joe Dimaggio - 1008 Words

Joe DiMaggio Heroes and Villains changed a part of history from 1920 to 1940 in America. During that time baseball became a popular sport. One of the heroes that impacted baseball was Joe DiMaggio. We should all be like Joe he changed an event in life and also changed baseball history. Joe DiMaggio Jr. was born on November 25, 1914 in Martinez, California (Caso). He had Italian Immigrant parents and grew up in San Francisco, California (Joe Bio). He lived in a small house, but with a big family (Joe Bio). His first baseball experience was at the age of ten (MCSF). He used baseball as an excuse to not help his father with fishing (MCSF). He started playing Minor league baseball at the age of 17 for the San Francisco Seals (Joe Bio). On 1930 he dropped out of high school, so he can play baseball at the diary-wagon parking lot (MCSF). Joe wanted to break the Pacific Coast league record for hitting in succeeding games (MCSF). On July 4, 1933 they were 10,000 people in the Seals Stadium (MCSF). To watch him try to hit in his forty nine straight game that will break a long standing record (MCSF). In the first inning when Joe singled to center field that’s when he break the record (MCSF). On 1934 he was signed to the New York Yankees (Joe Bio). He had an injury, therefore he appeared on the field for the first time on May 3, 1936 (Joe Bio). Joe appeared in thirteen All Star Games in 1936 through 1951 for every single season he played in the major leagues (Baseball Almanac). OnShow MoreRelatedWhere Have You Gone, Joe Dimaggio And Garfunkel s Song Mrs. Robinson1518 Words   |  7 Pagesâ€Å"Where have you gone, Joe DiMaggio, Our nation turns its lonely eyes to you,† (Simon Garfunkel, 1968). This famous song lyric from Simon and Garfunkel’s song Mrs. Robinson has sprung up much controversy in America, since it was released in the year 1968. Many tragedies and changes had happened in the years between when Joe DiMaggio retired from his baseball career and when this song was written. People wanted a happier time in the United States, like when Joe DiMaggio was a major icon among theRead MoreEssay on The Hemingway Code Hero and The Old Man in the Sea2251 Words   |  10 Pagesidea of a hero, and how he applied it affectively. The code for his heroes way in which they act with courage, always strive to prove them selves one more time, not to complain about their suffering. The writing techniques brought the story in to full multimedia life by letting the reader see what is going on. Finally, the way it all just seems to fit together in the end. The Hemingway code is an idea of what all heroes have in common. In the words of Irving Howe, There emerges...the characteristicsRead MoreThe s Mini Research Paper Essay1859 Words   |  8 Pageswisdom comes significant respect from less experienced individuals (Cirlot). Joe DiMaggio was a famous baseball player for the Yankees and was nicknamed â€Å"Yankee Clipper† who lived from 1914 to 1999. He was voted the most valuable player three times during his thirteen year long career of baseball and set a record for hitting in fifty six consecutive games (â€Å"The Joe DiMaggio Story†). During his baseball career, DiMaggio enlisted in the Air Force and served in the military for a few years. While servingRead MoreBaseball By Ken Burns : Baseball Is The Constitution, Jazz Music, And Baseball1584 Words   |  7 PagesIn the past fifty-six years, baseball has lost its exalted position in our culture. Gone are the days of the neighborhood boys playing a pickup game in a vacant lot. We look back at the classic era of baseball, with great names like Babe Ruth, Joe DiMaggio, and Jackie Robinson, and sigh with nostalgia. Today, we hear Alex Rodriguez, David Ortiz, Buster Posey, Mike Trout, but over those names, we hear the shouts of fans chantin g the names of Tom Brady, Peyton Manning, Colin Kaepernick, and Aaron RodgersRead MoreEssay on Marketing of the Sport Celebrity2080 Words   |  9 PagesSport has not always been covered in such feverish enthusiasm, now with coverage on television, radio, and internet. The real emergence of sport into everyday life began after World War II, when new heroes were needed to dazzle and inspire. With the close of the war, sports stars became the new heroes, accomplishing daring feats and pushing the limits. The general public began to want more from the athletes; they wanted a better look into the athletes lives and more media coverage of events suchRead MoreThe Integration Of Sports And Its Impacts3264 Words   |  14 Pagesboxing but in sports all across America. He demonstrated that he was not afraid of conforming to what anyone expected of him and simply wanted to live his life freely regardless of his skin color. Unlike Jack Johnson, an African-American boxer named Joe Louis did a lot to help bring people together regardless of skin color and helped to integrate sports in the future. He was a respectable man and â€Å"knew his place† in American society which was important in the white community and part of the reasonRead MoreThe Transformative Power of Sports in the American Civil Rights Movement2344 Words   |  9 Pageshowever, unlike most African American civil rights pioneers, Ali made himself unique. (1a. SV; however, SV.) He was able to roll with the punches and was able to influence millions doing it (Hausser.) â€Å"We foolishly lionize athletes and make them heroes because they can hit a ball or catch on. The only athletes we should bother with attaching any particular importance to are those like (Muhammad) Ali., whom we can admire for themselves and not for their incidental athletic abilities.† That’s accordingRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesnext three chapters of the book describe how: (a) leaderNurture your mind with great ship is an interaction between the leader, the followers, and the thoughts. To believe in the heroic situation; (b) leadership develops through experience; and makes heroes. (c) leadership can be assessed and studied. The remainder of the Benjamin Distaeli, book uses the leader–follower-situation interaction model deBritish prime minister, 1874–1880 scribed in Chapter 2 as a framework for organizing and discussing variousRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizat ional Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesSelf-Assessment Library How Charismatic Am I? 382 Self-Assessment Library Am I an Ethical Leader? 386 An Ethical Choice Do Leaders Have a Responsibility to Protect Followers? 388 Myth or Science? â€Å"Power Helps Leaders Perform Better† 392 Point/Counterpoint Heroes Are Made, Not Born 398 Questions for Review 399 Experiential Exercise What Is a Leader? 399 Ethical Dilemma Undercover Leaders 399 Case Incident 1 Leadership Mettle Forged in Battle 400 Case Incident 2 Leadership Factories 400 13 Power andRead MoreExploring Corporate Strategy - Case164366 Words   |  658 Pagesout of adversity and talented players of yesteryear. Those studying business may think instead of a brand, a corporate success story or a market leader. However, in early 2005 Manchester United took on the guise of a drama complete with villains, heroes and a storyline full of possibilities and tensions. The plot culminated in a further strategic era complete with new owners, plans, priorities and perspectives. This case explores these changes having brieï ¬â€šy considered what the organisation once was