Coffee Is The Real Coffee - 900 Words

Espresso Coffee is the Real Coffee Drinking coffee is a natural habit for any Italian person. Coffee is a strong part of our culture, and we used to drink it since we were little more than children. Usually for Italians coffee is more than something to drink because it’s an important moment in our everyday routine. In fact, we take it several times a day, even though we know that this is an unhealthy habit. This is probably the reason why we don’t see another type of coffee preparations like real coffee. Italian coffee generally called espresso, is simply the coffee, and it is better than the drip coffee because of its natural and strong taste and the fact that it contains less caffeine (â€Å"Caffeine†). Narration My personal story with coffee started when I was really young. My parents, especially my father, used to drink coffee every morning at home. So it was only a matter of time till I was curious to try it out. At first, I have to admit I found it disgusting. This was probably because, as my father said, of my young age. Children are more sensitive towards strong flavors, and at that time its bitterness really made me feel sick. For several years after that experience I ignored coffee as an ailment, and I would eat cereal in the morning. However, this situation ended when I was twelve years old. Some of my friends were drinking coffee at that age, and that was considered something cool, something for a true man. So for these childish reasons I decided to give it aShow MoreRelatedEssay about Starbucks Strategy874 Words   |  4 Pagesdifferentiation strategy was exemplified by their stores providing an experience, offering interesting coffee-related drinks in a theatrical kind of atmosph ere, their unique Coffee blending and roasting process which enabled them to create an extensive product variety, their employees received great deal of training to become very knowledgeable about coffee in order to provide an exceptional service to increasingly coffee-educated consumers, and their ability to find the perfect location for their stores enabledRead MoreQuality And Quality Management System Essay1530 Words   |  7 PagesManagement Topic: Quality Espresso Coffee Prof: Ray Ninow Name: Raghavendra .s Batch: 132 Student ID: 20140724 Words Count: My company name z energy (Royal Oak) a) Prepare a simple Quality manual for the coffee bar to define how quality of the espresso coffee will be managed. 1). 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Planning group simplify the job into basic supply chain functions, reorganized the supply chain by separate it in two parts: coffee and non-coffee. 2. Understand the existed contractsï ¼Å'break down the purchase price by ingredient.3.Build up should cost models help in negotiate better transport price.4.Operate coffee plants in different areas, in order to reduce the deliver fee. Operating expenses increase because of spread production in a wide rage, leads the cost inRead MoreEssay on Fair Trade Coffee772 Words   |  4 PagesFair Trade Coffee Fair Trade promotes socially and environmentally sustainable techniques and long-term relationships between producers, traders and consumers The world coffee industry is in crisis. A flood of cheap, lower-quality coffee beans have pushed world market prices down to a 30-year low. Many now earn less for their crop than it cost them to grow. Many coffee farmers around the world receive market payments that are lower than the costs of productionRead MoreSustainable Income From Offshore Sustainable Agriculture1499 Words   |  6 PagesOFFSHORE SUSTAINABLE AGRICULTURE Here at International Coffee Farms we believe that owning sustainable offshore agriculture for a long-term sustainable income is the†¦ â€Å"Opportunity of the Decade† For almost 3 years now we have been putting our money where our mouth is†¦since the summer of 2012 until April 2014 as consultants to a developing coffee farming enterprise in Colombia, and since June of 2014 as Principals in our own specialty coffee farms here in Boquete, Panama. The notion that investingRead MoreStarbucks Srategy913 Words   |  4 Pagesdifferentiation strategy was exemplified by their stores providing an experience, offering interesting coffee-related drinks in a theatrical kind of atmosphere, their unique Coffee blending and roasting process which enabled them to create an extensive product variety, their employees received great deal of training to become very knowledgeable about coffee in order to provide an exceptional service to increasingly coffee-educated consumers, and their ability to find the perfect location for their stores enabled

Cultural Theory And Popular Culture - 1578 Words

PART TWO After reading chapters 1 through 4 of Cultural Theory and Popular Culture, my understanding of the core ideas presented by John Storey begin with his attempt to map â€Å"out the general conceptual landscape of popular culture† (Storey, pg. 1). He does this by breaking down the term â€Å"popular culture† with other surrounding key terms. I know that popular culture cannot be easily defined or explained, since it is â€Å"a melting pot of confused and contradictory meanings capable of misdirecting inquiry up any number of theoretical blind alley† (Storey, pg. 1) as Tony Bennett states. In order for me to grasp the idea behind popular culture, I must look at culture as a whole by formulating what I think are the core ideas presented in each†¦show more content†¦Upon further reflection, I came to believe Storey’s claim as I see my favourite genre of music, â€Å"hip-hop,† which is a form of popular culture, as a site of rebellion and criticism of the dominant ideology within capitalist society. For the most part, hip-hop has been requested and watered down in terms of lyrics by mainstream society. However, in its earlier years, many of the rappers were vilified for the highly confrontational and political statements in their music. What I do know about this reading is that, despite popular culture’s counter-hegemonic capabilities, it all too frequently plays a role of democratic propaganda. As a reader, I am able explore the landscape of popular culture where I can analyze with my own theories and explanations through the observations of other theorists and their ideologies regarding what popular culture means. I also agree with Karl Marx’s formulation of ideology and society in which he suggests, â€Å"the way a society organizes the means of its economic production will have a determining effect on the type of culture that society produces or makes possible† (Storey, pg. 4). This statemen t was evident in the documentary I watched in class, â€Å"Soul Food Junkies† (Hurt, 2012), which explores how the conditions of black people shaped the ideologies that eventually became their cultural identity. This is also relevant in chapter 2 that focuses on powerful minorities and the hegemonic attempts â€Å"to

Community Counseling Case Study - 990 Words

Following the initial evaluation, the student reported a worsening of symptoms, prompting the integrated health counselor to collaboratively work with various clinicians to determine the appropriate diagnosis to begin individual counseling. During the course of the student’s treatment (i.e. one academic year), he engaged in relationships with numerous counselors, clinicians, and physicians. Mostly, the treatment plan consisted of mindfulness-based cognitive therapy sessions. Upon completion of the study, the student reported that the work of the physician and behavioral health specialists created an environment in which he felt he was part of a team for managing his mental health concerns (Tucker et al., 2008). According to Tucker et al.†¦show more content†¦Implementing models of integrated care is a development that has sparked change in community settings across the United States. This trend has generated research that entails carrying out similar systems within co llege health centers. Evaluating the need for developing an integrated care model in this type of setting was conducted in a study, proposed by Alschuler, Hoodin, and Byrd in 2008. Their study explored the potential need for implementing an integrated care model in a Midwest University Health Center. Alschuler, Hoodin, and Byrd (2008), investigated the need for implementing an integrated care model, by disseminating two behavioral health questionnaires to 200 participants. Participants comprised of both patients and medical care providers. The behavioral health questionnaires were influenced by prescriptions of psychotropic medications and referrals for behavioral health treatments. The fundamental questions raised in this research were 1) to what extent are college healthcare providers recognizing psychological problems and 2) how does this change their intervention recommendations (Alschuler, Hoodin, Byrd, 2008)? The primary hypothesis of this study was to determine if addi ng a brief psychological screen would increase the detection of behavioral health problems and subsequentlyShow MoreRelatedChildhood Obesity Has Reached Global Epidemic Status1297 Words   |  6 Pagesmethodologies for successful prevention and control. Several studies have explored such interventions during well-care visits and coordinated approaches in school environments and within the community at large. Well-care visits provide a good opportunity for nurse practitioners and primary care providers to diagnose childhood obesity and educate children and their parents on treatment. Interventions during well-care visits A research study in seven rural California clinics sought to explore the clinicalRead MoreThe Advocacy For Lgbt Community1380 Words   |  6 Pagesof the importance of the topic The topic on the advocacy for LGBT community in schools among the student community is very important. In most cases the advocates of LGBTs have tried to persuade schools to improve their environment. Usually the school environment significantly determines whether the climate in the school is healthy and appropriate for LGBT students to learn in (Goldberg and Allen, 2013). Advocating for this community therefore means that school administrators are likely to adopt ignoredRead MoreWorking With Community College Students812 Words   |  4 PagesApplicability Working with Community College Having my future sights at working with first generation college students, I saw the applicability of constructivist theory in the combine use of solution focused and narrative therapy in servicing such a diverse group of students. Constructivist theory as a whole is applicable with addressing diverse issues surrounding culture, gender, and social context that influence career choices that are unique to a client when compared with others. Through a recentRead MoreEssay On The Increase Of Disease Among Drug Users1556 Words   |  7 Pageswithout the requirement of an exchange. 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Humanity of the Primitive in Heart of Darkness, Dialect...

Humanity of the Primitive in Heart of Darkness, Dialect of Modernism and Totem and Taboo The ways in which a society might define itself are almost always negative ways. We are not X. A society cannot exist in a vacuum; for it to be distinct it must be able to define itself in terms of the other groups around it. These definitions must necessarily take place at points of cultural contact, the places at which two societies come together and arrive at some stalemate of coexistence. For European culture of the late nineteenth and early twentieth centuries this place of contact—this new culture by which to define itself—came from Africa, from those primitive cultures whose society was being studied and in some ways appreciated†¦show more content†¦The European mind at the fringes of civilisation, when confronted with this Otherness, cannot settle on one or the other of these alternatives. European reactions to other cultures tend to oscillate between these two poles, and thus the same culture can seem simple, authentic, concrete, or, on the other hand, odd, uncanny, and arbitrary (ibid.). While this paradigm of shifting viewpoints is exemplified by Marlow in Joseph Conrads Heart of Darkness, it seems to find its resolution in Sigmund Freuds assertion that in many ways the modern man is the primitive man. Marlows oscillation between viewpoints is almost startling in its rapidity. On his very first meeting with the natives of the Congo, he swings from one pole to the other in only a few sentences: They shouted, sang; their bodies streamed with perspiration; they had faces like grotesque masks—these chaps; but they had bone, muscle, a wild vitality, an intense energy of movement that was as natural and true as the surf along the coast. They wanted no excuse for being there. They were a great comfort to look at. (Conrad, 17) So in the space of three sentences, the natives go from being grotesque masks to chaps who were as natural and true as the surf along the coast. Marlow is having a great deal of trouble making up his mind over the Africans, and he never really comes to any conclusion. While he is staying in the down river station, Marlow

Financial Structure Of The Company

Question: Describe about the Financial Structure Of The Company for Analysis? Answer: Introduction The financial statement is a statement that represents the detail Financial Structure Of The Company. The information that is derived from the financial report is helpful for all the stakeholders and other people who have some interest in the organization. Users of the information can be segregated into two categories- external users and the internal users. The external users include potential investors, government, and suppliers customer. On the other hand, internal users are the managers, employees, and shareholders. There are obviously some other users, but here only six main users are taken into the consideration. Two companies are selected here the Next Plc and the Debenhams Plc. Both are belonging to the retail sectors and listed on the London Stock Exchange. The main objective of conducting this study is to make a detailed analysis of the financial statement of both the companies and to understand how the financial statement is helping the users to take their investment decis ions (Lunt, 2008). Company Overview Debenhams Plc was introduced in the year 1813. There was already an existing company created by William Clark, and the new company was formed when William Debenhams invested in that company. This company is now operating almost 27 countries covering 240 cities around the world. Some of their competitors are Tesco, Sainsbury, and Wal-Mart, etc. They provide an exclusive collection of their brands and ensure a better customer satisfaction (McLeod, MacDonell Doolin, 2007). Next plc is one of the reputed companies among the group of plcs belonging to the retail sector. The company was incorporated in the year 1982. The company is having a large collection of women wear and accessories. They have supplied the official clothing to the Paralympic and Olympic games in 2012. Currently, they are providing services to almost four million consumers, and their business is mainly done through online (Lynch Gregor, 2004) : (Nextplc.co.uk, 2012). Use of financial information Before conducting the financial analysis, some relevant information is execrated and calculated from the annual reports of both the companies and the overall calculation is based on the ratios. The useful ratios are presented below: Ratio analysis ( all in ) Debenhams Plc Next Plc 2014 2013 2012 2014 2013 2012 Liquidity Ratios Current assets 486.3 470.5 459.5 1468.1 1207.8 1139.9 Current liabilities 758 741.9 727 834.5 816 742.4 Current Ratio 0.641556728 0.634182504 0.6320495 1.75925704 1.480147059 1.535425647 Quick assets 140.6 112.6 127.2 1082.5 876 768 Quick Liabilities 534.2 506 563.6 831.9 810.6 734.8 Quick Ratio 0.263197304 0.222529644 0.225692 1.30123813 1.080680977 1.045182363 Efficiency ratio Receivables 74.7 78.3 75.4 808 718.1 699.1 Revenue 2312.7 2282.2 2229.8 3740 3562 3441.1 Receivable turnover 30.95983936 29.14687101 29.572944 4.628712871 4.960311934 4.922185667 Receivable collection period 11.78946686 12.52278503 12.342363 78.85561497 73.58408198 74.15404958 Inventories 345.7 357.9 332.3 385.6 331.8 371.9 Cost of goods sold 2033.4 1982.6 1927.5 2499.9 2437 2395.8 Inventory turnover 5.881978594 5.539536183 5.8004815 6.483143154 7.344786016 6.442054316 Inventory Turnover period 62.05394905 65.88999294 62.925811 56.29985199 49.69511695 56.65894482 payables 529.3 545.8 525.4 594 537.2 545 Cost of goods sold 2033.4 1982.6 1927.5 2499.9 2437 2395.8 Payable payment turnover 3.841677688 3.632466105 3.6686334 4.208585859 4.53648548 4.395963303 Payable payment period 95.01057342 100.4826995 99.492088 86.7274691 80.45876077 83.03072043 EBIT 118.8 149.9 170.1 720.5 690.9 604.7 Interest 13 10.9 11.8 25.3 24.4 25.2 Interest Coverage Ratio 9.138461538 13.75229358 14.415254 28.47826087 28.31557377 23.99603175 Equity 764.4 744.4 661 286.2 285.6 222.7 Total asset 2148.4 2132.8 2091.2 2144.6 1893.6 1854.2 Equity Gearing ratio 0.355799665 0.349024756 0.3160865 0.133451459 0.150823828 0.120105706 Total asset 2148.4 2132.8 2091.2 2144.6 1893.6 1854.2 Revenue 2312.7 2282.2 2229.8 3740 3562 3441.1 Asset Turnover Ratio 1.076475517 1.070048762 1.0662777 1.743914949 1.881073088 1.855840794 Debt 623 646.5 703.2 1023.9 792 889.1 Equity 767.4 744.4 661 286.2 285.6 16623 Debt Equity ratio 0.811832161 0.868484686 1.0638427 3.577568134 2.773109244 0.053486134 Profitability Ratios Gross Profit 279.3 299.6 302.3 1240 1125 1045.3 Revenue 2312.7 2282.2 2229.8 3740 3562.8 3441.1 Gross profit ratio 12.1% 13.1% 13.6% 33.2% 31.6% 30.4% Operating profit 128.6 155.4 175 722.8 695.1 601.8 Revenue 2312.7 2282.2 2229.8 3740 3562.8 3441.1 Operating Profit Ratio 5.6% 6.8% 7.8% 19.3% 19.5% 17.5% Net Profit 87.2 115.9 125.3 553.2 508.6 474.8 Revenue 2312.7 2282.2 2229.8 3740 3562.8 3441.1 Net Profit Ratio 3.8% 5.1% 5.6% 14.79% 14.28% 13.80% (Hernes Sobieska-Karpińska, 2015) Payment of dividend (extracted from cash flow) (all amounts are in $) Debenhams Plc Next Plc 2014 2013 2012 2014 2013 2012 Dividend 41.7 41.4 38.5 164.8 147.7 135.1 Note: The latest year is taken 2014 as for the year 2015 no full information is available. External users: 1. Potential investors Potential investors are those persons who are willing to invest in the organization. They are the future investors. Sometimes they knew as the lender of the organization like banks, financial institutions, etc. The main information that is needed by these users is the financial stability of the company and their growth structure. The financial stability can be ascertained through the profitability ratios and with some of the efficiency ratios. They also keep a track on the liquidity balances. Now if the above two companies are taken into consideration, then it can be found that the interest coverage ratio in Next Plc is more than the Debenhams, and it is increasing. More ratios mean more ability to pay the interest obligation. Now if the investors are willing to invest in the fixed capital of the company, then the Next plc will be safer than the Debenhams (Nextplc.co.uk, 2013). On the other hand, the debt equity ratio also is more in case of Next plc it implies that they have more de pendency on debt capital than the equity capital. From the view point of the liquidity Next plc is more suitable than the other one as both the current ratio and quick ratio is more, but the analysis of the cash flow statement of both the companies for the year 2014 reveled that Debenhams Plc repaid their loan obligation in order to reduce their financial burden. This may be helpful for the lenders when they approved the loan for the organizations (Duque, 2009).The investor may also have to follow the trend of both the business whether it is increasing and static. All this information may useful for him at the time of selecting his investment option (Annualreports.com, 2012). 2. Government Any economy of the country is regulated by the government of the respective country. They need the financial information in order to know the contraction or expansion of the business, their taxation policy, labour laws etc. Moreover with the introduction of the corporate governance policies it is the responsibility of the government to make supervision regarding the fulfillment of compliances. Here both the companies are paying their tax obligations in time and effectively follow the rules and regulations of corporate governance (Annualreports.com, 2013). 3. Suppliers and customers Suppliers and the customers are those parties who purchases or sells their products to and from the company. They are not much interested to know the profitability of the company; they give more focus on the receivable, payable and inventory management policy. As in case of above two companies the receivable management policy is better in case of Debenhams, they collected the dues from their debtors at a frequency of 11-12 days where as the Next plc collected their dues at an interval of 78 days. The payable and inventory management policy is almost in a static position for the company. So if a customer wants to get more credit facility then they should have invested in Next Plc (2013). Internal users: 4. Managers Managers are the main internal users of the information. They are the persons who take the decisions and formulate policies based on the information. For example the net profit ratio of Debenhams is in decreasing trend which is not a good sign of profitability. Managers can use this information to find out the reason behind it and as it is observed that one of the main reasons is the enhancement of the operating costs. So the management has to give focus to eliminate some part of the operating cost in order to improve its net profit. Without the financial information it is not possible for the management to maximize the profit (Allan, 2008). 5. Shareholders Shareholders are the person who makes an investment in the equity share of the company. They are the owner of the organization. They are always concern to know that how the managers are utilizing their money into the operation of the business. They give more emphasis on the profitability and liquidity portion rather than solvency and other management policies. The dividend policy of an organization has an important impact on the share price of the organization. If the amount of dividend is acceptable by the shareholders it will increase their confidence about the company as a result the share price goes up. For both the companies the amount of dividend payment is increasing but in case of Next Plc the growth rate is higher than the Debenhams. On the other hand Debenhams increases their dividend payment a bit in the year 2014 compared to the previous years in spite of having a declining net profit ratio. This situation implies that the company may pay a portion of their dividend from the retain earnings. If this is the case then it will not be a preferable condition for the shareholders. Ultimately the shareholders goal is to maximize their wealth by getting a good amount of dividend and the capital appreciation. So they can select the option of retaining or selling the ownership on the basis of the financial information provided. (Annualreports.com, 2014). 6. Employees Employees are the main human assets of any organization. They need the financial information to depict the present as well as the future prospective of the company. The information will help them in taking decision regarding their continuation with the organization. Apart from their salaries they sometimes get different benefit options and can participate in the decision making process. ESOP is one of the schemes which allow the employees to purchase shares of the company at a lower cost. All this benefit can only be given if the company is in a stage of higher profitability. So the employees are also getting concern about the profitability and the solvency position of the company in order to ensure their benefit. Conclusion From the view point of the above discussion it can be said that the financial information is very useful in each and every single segment of an organization. It is very difficult to say that which part of the information is useful for which users. In the practical world when a person is engaged with an organization or he is willing to engage then all the information which is disclosed by the organization is equally important for him. Say for a creditor it is not enough for him to know that the company is having a good payable policy (Nextplc.co.uk, 2014). It is one of the factors that he can focus but it will not be wise to be totally dependent on the factor. So it can be concluded that the financial information are very much useful for all the users in order to create a healthy relationship with the organization (Coskun Grabowski, 2005). References (2013). Retrieved 7 August 2015, from https://media.corporate-ir.net/media_files/IROL/19/196805/.../ar2013.pd Allan, W. (2008). Fundamentals of management accounting. Amsterdam: CIMA/Elsevier. Annualreports.com,. (2012). Debenhams plc - AnnualReports.com. Retrieved 7 August 2015, from https://www.annualreports.com/Company/debenhams-plc Annualreports.com,. (2013). Debenhams plc - AnnualReports.com. Retrieved 7 August 2015, from https://www.annualreports.com/Company/debenhams-plc Annualreports.com,. (2014). Debenhams plc - AnnualReports.com. Retrieved 7 August 2015, from https://www.annualreports.com/Company/debenhams-plc Coskun, E., Grabowski, M. (2005). Impacts of User Interface Complexity on User Acceptance and Performance in Safety-Critical Systems. Journal Of Homeland Security And Emergency Management, 2(1). doi:10.2202/1547-7355.1109 Duque, J. (2009). Financial Modelling. Bradford: Emerald Group Pub. Hernes, M., Sobieska-Karpińska, J. (2015). Application of the consensus method in a multiagent financial decision support system. Information Systems And E-Business Management. doi:10.1007/s10257-015-0280-9 Lunt, H. (2008). Fundamentals of financial accounting. Amsterdam: CIMA/Elsevier. Lynch, T., Gregor, S. (2004). User participation in decision support systems development: Influencing system outcomes. European Journal Of Information Systems, 13(4), 286-301. doi:10.1057/palgrave.ejis.3000512 McLeod, L., MacDonell, S., Doolin, B. (2007). User Participation in Contemporary IS Development: an IS management perspective. AJIS, 15(1). doi:10.3127/ajis.v15i1.29 Nextplc.co.uk,. (2012). Next Plc. Retrieved 7 August 2015, from https://www.nextplc.co.uk Nextplc.co.uk,. (2013). Next Plc. Retrieved 7 August 2015, from https://www.nextplc.co.uk Nextplc.co.uk,. (2014). Next Plc. Retrieved 7 August 2015, from https://www.nextplc.co.uk

Change Management Process and Structure

Question: Discuss about the Change Management Process and Structure. Answer: Introduction Change management is a process to transit individuals, teams and organizations to a desired future state. Organizational change serves to review and modify structures of management and business processes. According to Frankland et al. (2013), it is important to adapt changes within an organization. Globalization and constant innovation in business processes are forcing the organizations to evolve accordingly to survive. For example, phenomena such as social media marketing and mobile adaptability have brought huge changes in business sectors. In order to deal with those changes, the organizations must implement change and enhance the old work procedures. However, it is also important to become comfortable with the change. Therefore, the management of an organization should enhance their ability to manage and adapt organizational change. According to Quinn et al. (2012), rapid organizational change is intensely difficult because the structure, routines and culture of organizations wil l resist against any type of change. In order to make the organizational changes easy and comfortable, several change models are introduces so that organizations can use them accordingly. Among several change models, this study will shed light on most important four models, which are Prosci Adkar model, Stephen Covey model, Lewins Classical model and Kotter eight model. Prosci Adkar Model Figure 1: ADKAR model of change (Soure: Shah 2014) According to Shah (2014), the Prosci Adkar model is an objective-oriented change management model that serves to both individual and organizational changes. In this study, the application of Prosci Adkar model in organizational change will be discussed. This model helps to understand the needs of an individual during a change at workplace. It also helps to direct kind of support an organization can provide to help employees to adapt the changes. Awareness The first question rises during a change is whether the employees are aware of the need for change or not. As mentioned by Hornstein (2015), if a change is implementing and employees are unaware about it, then they will consider it as a waste of time. They will also stat resist the change. That is why; organizational awareness messages are highly important, especially if it comes from the most senior leaders of the organization. Desire The second questions that rises during a change is whether the employees have the desire to participate in the change or not. Employees who are not interested in change will show no interest in it. In order to deal with such employees, direct manager or supervisor will have come forward to provide help (Kazmi and Naarananoja 2013). For any employee they are the closest senior personnel and they understand how those employees perform and what kind of mindset they have. Therefore, through one to one conversation, managers or supervisors will be able to uncover the reasons for resisting changes. Knowledge It is paramount that the employees have the knowledge to make the change. Therefore, knowledge building among the employees is another critical task for the managers and supervisors. However, this task can be performed only after completing the milestones of increasing awareness and desire among the employees (Hornstein 2015). Knowledge can be shared through training seasons. While selecting a proper process for training, the management must remember that training is specific to the employees role in the change. Ability Another important question that rises during a change is Can the employees put their knowledge into practice? Knowing the steps to perform in a changed workplace and actually using those steps properly are very different things (Shah 2014). In order to eliminate the knowledge to ability gap, employees should be allowed to work in an atmosphere where they are allowed to make mistakes and ask questions. Reinforcement Organizations that are planning to bring changes must have reinforced methods to prevent employees from reverting to old habits. If reinforced methods are not in place, then employees will reply on their old spreadsheets instead of the new system. They will again stat resisting the change by saying the new process is excessively long and complex (Rosenbaum et al. 2016). Therefore, it is important to monitor whether the change is being sustained or not. If employees are responding positively then rewards can be awarded. If some employees are not happy with the change, then it is important to figure out whether they will need more training, coaching and reinforcement or not. Stephen Covey: 7 Habits Model Figure 2: Seven habit model (Source: Handel and Steckler 2013) This model of change management was first published in the year of 1989 and includes 7 habits of extremely effectual people. Those habits are, Habit 1: become proactive This habit states about the aptitude to manage the environment around, rather than allowing it to manage you. Habit 2: start with the end in mind According to Handel and Steckler (2013), Stephen Covey named it as the habit or personal leadership. This habit helps an individual to achieve his aims and goals. If an employee can concentrate on relevant activities then he will be able to build a platform through which he will become productive and successful. Habit 3: fist thing first According to personal aims and goals, it is necessary to organize and implement activities. As mentioned by Cameron and Green (2015), habit 2 is the mental creating where habit 3 is physical creation. Habit 4: think positive This habit is called as habit of interpersonal leadership. Interpersonal leadership is paramount characteristics as it helps to carry out a work by using co-operative efforts with others (Jacobs et al. 2013). Habit 5: request first to appreciate and then to be understood This defines the habit of interaction, which is tremendously powerful. According to Handel and Steckler (2013), Covey explained this habit in a simple analogy which is diagnose before you prescribe. Habit 6: synergize Covey calls this characteristic as innovative collaboration It automatically surrounds all other behaviors that enables and encourages employees to grow. Habit 7: Sharpen the motto This habit is described as self-renewal process. It includes all the behaviors that encourage a person to grow and enhance its capabilities. In his recent book ,Covey introduce another habit that deals with personal fulfillment and helps other to fulfill their achievement. Lewins Classical Model This model states that using three stages an organization can implement the required changes successfully. Those three stages are unfreeze, change and refreeze. Figure 3: Lewins classical model (Source: Cummings et al. 2016) Unfreeze In this first step, an organization prepares itself to accept changes that are required. The management breaks down the existing status quo in order to establish a new way of operating. In this step, the existing beliefs, values, attitudes and behaviors are challenged. Then everything and everyone will be put at off balance (Cummings et al. 2016). This might evoke critical reaction in people which is the ultimate goal. This will motivate the employees to seek out a new equilibrium. Without this motivation, it is impossible to execute a meaningful change. Steps of unfreeze Conclude areas that should be changed Surveys must be conducted to understand the present situation Figure out why change is required Gain strong support from senior management Stakeholder analysis and stakeholder management methods can be used win support from higher authority of the organization Issues must be framed as one of organization-wide importance Develop the need for a change Share information with the employees stating the requirement of a change Vision and strategies of organization should be shared as supporting evidence Highlight why Understand and solve the doubts and concerns Ask employees about their concerns and address in terms of the need to change Table 1: steps of unfreeze (Source: McAleese et al. 2013) Change: Once uncertainly is created in the stage on unfreeze, the stage of change comes where people start to resolve their doubts and look for new traditions to do things. However, the evolution from unfreeze to change will not ensue suddenly. Employees will take time to embrace new directions and contribute proactively in the change (Kazmi and Naarananoja 2013). The higher management of the organization will have to educate their employees about how the changes will benefit them. Steps of change Regular communication Communicate with the stakeholders during the planning and implementation of the change Explain the benefits Describe how the changes are going to create positive impact Prepare everyone for the change Disperse rumors One will have to answer questions of the employees in an open and honest manner If problems arise, then deal with it immediately Authorize action Provide more than one opportunity for employee involvement Managers should provide regular directions Ask employees to join the process Develop short-term goals to implement the change Negotiation with the employees is important part of change Table 2: Steps of Change (Source: Kazmi and Naarananoja 2013) Refreeze After a certain time, changes will take shape and employees will start to adopt new ways of working. This is when; the organization can refreeze the process (Handel and Steckler 2013). However, the higher authority must make sure that changes are utilized and used regularly and are included into daily business. As an important part of refreeze, organizations must celebrate the success for the change. Steps of refreeze Secure the changes in the organization Figure out factors that support the change Figure out obstacles to sustaining change Establish ways to sustain the change Make sure employees get leadership support during the refreeze state New reward systems must be developed Feedback system must be implemented Provide training and coaching Gain support from each of the employees Table 3: Steps of refreeze (Source: McAleese 2013) Kotter 8 Step Model Figure 4: Kotters eight step model (Source: Appelbaum et al. 2012) Many theories exist that help organizations to implement a change. John Kotter, a lecturer at Harvard Business School and a popular change expert, introduced one of the most common procedures known as Kotters eight steps. Those eight steps are described below, Step 1: Develop urgency Higher authority of an organization must create a sense of necessity around the requirement for change. This will help the organization to spark the initial inspiration to get things moving (Appelbaum et al. 2012). Step 2: Develop a strong alliance Employees and other stakeholders must be convinced that the change is necessary for them and for the organization. This will require strong leadership skills including visible support from senior management of the organization. According to Mishra (2013), managing change is not enough as you will have to lead it properly. Step 3: Develop a vision to support the change It is obvious that several ideas and solution will float around initially when the management will think about a change (Klein 2013). It is important to link these ideas to develop an overall vision so that employees can understand it easily. Step 4: Share the vision with everyone Success of the change will depend on how the management will react after developing a vision. It is necessary to communicate with the stakeholders frequently and powerfully about the developed vision (Calegari et al. 2015). The higher authority can also use the vision regularly to make decisions and solve problems. Step 5: Eliminate barriers Some people will always be there to resist the change. Other barriers will also be there to prevent any type of change in an organization (Jacobs et al. 2013). It is paramount to figure out those barriers properly so that the management can eliminate them in order to empower the people you need to execute your vision. Step 6: Develop short-term win It is evident that nothing can motivate employees rather than success. Therefore, it is important to provide a taste of victory initially in the change process. If staffs can see that positive results are coming out because of the change, they will start responding to it. Step 7: Construct on change Kotter stated that victories because of change must not be declared too soon. Real change aims to run deep with an objective to dig out log-term benefits (Cummings et al. 2016). For example, if the change helped an organization to launch a new product successfully, then 10 more products must be launched with it in order to maximize the positive efforts of change. Step 8: Fix the changes in the organizational culture In the last step, an organization must take proper steps to ensure that the change remains constant (Shah 2014). It is also important that leaders of an organization must continue to support the changes. Conclusion and Recommendation All the models of change management are effective in their own way. Organization can use any of those models to bring change in their workplace. 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