How to Find a Top Essay Writer Online

How to Find a Top Essay Writer OnlineThe best way to find a top essay writer is to search the internet. This is an excellent way to find the best and most professional writers who can take your writing skills and work with you and add depth to your writing as well as making it more attractive.Now this article will be about the ways that you can find a top essay writer so that you can know if they are the right person for your assignment. The best way to find a top essay writer is to search the internet. We're going to go over some of the different ways that you can do this.One way that you can look at is to simply look on the internet. The thing that you need to realize is that there are many people that are professionals that are looking for a job, but they don't want to do this by yourself. They're going to use the internet to find out where they can find writers who are available and what they're going to need.When you look on the internet you are going to have to make sure that y ou are looking for your essay writer from a top quality company. You're going to want to make sure that you are checking the forums as well. There are going to be people looking for the same services and things that you need, so you want to make sure that you are posting on forums as well.If you've already done this then you're probably looking at other places that you can use as well. You may want to look into online services as well. The great thing about online services is that you can post on blogs or you can submit your work to some of the large publishing companies that are online.Now the best way to use the internet is by utilizing a website. These are great because you can post about your job and let others know about it. Once you'done this, you can turn that around and look for places that are looking for the same thing.You can find a top essay writer by using the internet. One of the best things about doing this is that you can find someone who is willing to work with you, that has a love for the writing field and most importantly that is willing to work hard for the same pay. Now you can find a top essay writer with ease.

Sample Othello Essay Filetypedoc - Simple & Easy Online Writing Resource

Sample Othello Essay Filetypedoc - Simple & Easy Online Writing ResourceSample Othello Essay Filetypedoc has been a popular resource for teachers in English and other subjects. It was designed to be used by writers who are busy and just do not have time to write their own papers.This sample Othello Essay Filetypedoc was designed for writers who are always busy. It is great for busy students, as it is very easy to use and can be edited by the teacher easily. One of the reasons for its popularity is because many teachers have successfully used it.This sample Othello Essay Filetypedoc was designed to be used by students who do not have time to write their own papers. It helps them to learn the basic structure of the paper. Teachers also find it helpful because it is easy to use and also easy to proofread.A lot of online resources have been created to help students, and it is not surprising to see that the most popular one is Sample Othello Essay Filetypedoc. This site also provides lots of other help for students.Online research has shown that students who use an online source for their paper are much more likely to finish it. This proves that they have a much better chance of finishing the paper.The question remains why the online resource has been so popular? One of the reasons is that there are no costs involved in using an online resource like Sample Othello Essay Filetypedoc. Students can use it without having to spend any money.It is possible to get Sample Othello Essay Filetypedoc for free. If you look online, you will notice many sites offering it for free.

Exploring the play from the perspective of Willie Mossop Essay Example

Exploring the play from the perspective of Willie Mossop Paper Hobsons Choice by Harold Brighouse is a play set in Salford, Manchester in the 1880s. Throughout the play we see Willie Mossops constant development from a lowly shoehand in Hobsons shop into its successful and confident owner. The title of this piece of coursework Exploring the play from the perspective of Willie Mossops Development is very appropriate because it is evident that Willie Mossop does not change as a person. He gradually develops and improves himself with the help of others though mostly through his own ambition. Willie Mossops rise is of great importance and is actually the backbone of the play as all the characters can be measured against his actions and change. Will Mossops first appearance in the play is in Act 1 when Mrs. Hepworth, an affluent high-class lady, comes to praise Willie for the boots he has made. Our introduction to him gives us an immediate impression of a poor and lowly worker, a somewhat stunted individual, which is hinted to us using the imagery of Willie coming up like a rabbit from a trapdoor in the floor. We can also gather that he is uneducated in that he is unable to read and cannot talk properly. However, despite all this we see that Will Mossop has potential as Mrs. Hepworth points out that The mans a treasure. Hobsons 30 year old and eldest daughter Maggie then summons Will from the cellar and he nervously comes up. She tells him that she has been watching him for the last six months and that everything Ive seen Ive liked. She suggests that together they could make an excellent partnership. My brain and your hands will make an excellent partnership. We will write a custom essay sample on Exploring the play from the perspective of Willie Mossop specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Exploring the play from the perspective of Willie Mossop specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Exploring the play from the perspective of Willie Mossop specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Will is totally unresponsive to the message that Maggie is trying to convey to him. After a while Willie realizes that Maggie is proposing to him, and shocked at the progress of events he begins giving Maggie reasons why he is unable to marry her. The main reason being that he is tokened (engaged) to Ada Figgins, a girl from a similar background to Willies. Maggies persuasive character and Wills lack of one combined easily manages to get Ada and her mother out of the picture. Will cannot find any more objections so Maggie considers that he agrees and sets the date for the wedding. It is interesting to note that during the conversation Will calls Maggie by her real name as opposed to the respectful Miss Maggie he called her up until this point. In his anger at hearing the news of the engagement, Hobson removes his belt and threatens to beat the love out of Willie. Wills response to this is the first major incident where he shows his hidden and strong self. He stands up for himself and tells Hobson that its her thats after me, but Ill tell you one thing if you touch me with that belt Ill take her quick and stick to her like glue. Upon hearing Wills audacity Hobson hits Willie who instantly kisses Maggie and threatens Hobson rashly that if the strap is raised once more they will move away and set up a shoe business elsewhere. At the end of Act 1 the audience and Hobson himself are amazed at the sudden transformation of this man, but Maggie who recognised his potential from the start responds with the words I knew you had it in you. In Act 2 Maggie and Will purchase a cellar in Oldfield Road which they set up as a shoe shop in competition with Hobsons. They furnish it with second hand furniture and use part of the cellar as a shop and part of it as living quarters. Brighouse is again using imagery to portray the fact that Willie and Maggie are poor but they are constantly improving. Willie has become his own master as written on his business card Willie Mossop, master bootmaker. We find out that his new shop has taken business away from Hobson and that Willie is becoming very successful. In Act 3 after the wedding there are some celebrations in Oldfield Road where Will makes a speech thanking his guests for coming. Maggies influence and teaching has taken effect on Will. His vocabulary has become more extensive and he has begun to use more formal words. Although he is slightly anxious his confidence has been boosted and his shy side has almost disappeared. During the wedding celebrations a distraught Hobson comes to Maggie for advice about the trouble he has got himself into. In his drunken state he has fallen into Beenstocks (Vickeys suitor) cellar and is being sued for trespassing. At this point Willies educational progress is again visible. He converses with Hobson and tells him what comes into his mind. We see some intellect and humour in the way Will responds to Hobsons complaints especially when he suggests that this story may end up in the newspapers. Towards the end of the play Hobson is diagnosed with chronic alcoholism and his daughters attempt to decide who will take care of him. Alice and Vickey, Hobsons middle and youngest spoilt daughters, do not even think about caring for their father or discussing the matter with their husbands, which is in sharp contrast with Willie and Maggie who respect each other and care for others. Will is found on top of a ladder evaluating Hobsons worthless stock, another piece of imagery indicating to us that Willie who started beneath their feet has risen so high that he is now on top of them. Will is obviously able to evaluate stock showing us that he has acquired business skills. He is sure and confident of himself and he feels himself to be on par with his sisters-in-law. This is understood by the manner in which he speaks to them using phrases such as If we come here we come on my terms and Ill do the arranging. The following scene is the climax of all Wills recent achievements. Will negotiates with Hobson and stands his ground. He is firm and does not allow Hobson to walk all over him. Now that Willie is in charge of his own successful shop he laughs at Hobsons proposal offering him 18 shillings a week and lodgings Youve got no trade and me and Maggies got it all and now youre on your bended knees to her to come and live with you, and all you think to offer me is my old job at 18 shillings a week. Willie rejects Hobsons miserly offer and insists on taking over the shop with Hobson as his sleeping partner. Furthermore Will declares that the shop will be named Mossop and Hobson and without giving Hobson a chance to speak he goes on to tell Hobson of the many changes that he plans to do to the shop. Willie is not afraid to challenge his former master whom he feared at the beginning of the play as shown by his reply to Maggies marriage proposal What ud your father say? . At the end of Act 4 we see that Willies feelings towards Maggie have also changed. At the beginning of the play it is evident that Willie does not actually love Maggie but is forced into marrying her as he says Wed not get much without theres love between us, lass. At this stage of the play one cannot help but notice that Willie has grown to love Maggie as we see when he mentions to Hobson Im worried about your life because it worrits Maggie and the play ends with him kissing her. Willie and Maggie are proud of each other and show each other affection.

Free Essays on The Red Air Fighter

Manfred Von Richthofen a Cavalry Officer in Germany army is the author of the book titled â€Å"The Red Air Fighter†. He was born in Schwednitz in Germany in 1882. He was a fighter pilot on the Western Front in 1916. Richthofen an excellent fighter shot down fifteen aircraft in his days and became commander of this own unit. He also became the most famous war ace in Germany. This book’s information itself is 85 years old but the age does not effect the material informed in the book. This book talks about the author’s life and his victories and how he came about to achieving it. This book is for readers who are interested in learning about the past and how it affected the future. It gives first person views of what life of a famous and infamous ace of World War I was like. The author describes his upbringing his training his exploits in the air, colorful stories in his time off. The layout of the book keeps the reader interested and its usage of vocabulary is for laymen. One should approach this work with a neutral mind and allow the piece to fall where they may. Anyone who can read can have the experiences that author had during his life in the time of the war. This book is straightforward, blunt style of writing allows the pages to flow quickly. The author mainly uses his own life experience to express his view and involvements in the war. He started out from being and observer and worked his way through becoming the commander of his unit. He was one of the best air fighters in Germany. One of the most interesting part of the book in on page 103. He has dedicated a whole page to his dog ‘Moritz†. He talks about the things that he use to do and the true friendship between a man and his best friend. The book it self is no too long but it touches all the aspects of the author’s life. In this book the author gives and insight on how the war was fought and the danger one has to go through to reach his or her victory. In my op... Free Essays on The Red Air Fighter Free Essays on The Red Air Fighter Manfred Von Richthofen a Cavalry Officer in Germany army is the author of the book titled â€Å"The Red Air Fighter†. He was born in Schwednitz in Germany in 1882. He was a fighter pilot on the Western Front in 1916. Richthofen an excellent fighter shot down fifteen aircraft in his days and became commander of this own unit. He also became the most famous war ace in Germany. This book’s information itself is 85 years old but the age does not effect the material informed in the book. This book talks about the author’s life and his victories and how he came about to achieving it. This book is for readers who are interested in learning about the past and how it affected the future. It gives first person views of what life of a famous and infamous ace of World War I was like. The author describes his upbringing his training his exploits in the air, colorful stories in his time off. The layout of the book keeps the reader interested and its usage of vocabulary is for laymen. One should approach this work with a neutral mind and allow the piece to fall where they may. Anyone who can read can have the experiences that author had during his life in the time of the war. This book is straightforward, blunt style of writing allows the pages to flow quickly. The author mainly uses his own life experience to express his view and involvements in the war. He started out from being and observer and worked his way through becoming the commander of his unit. He was one of the best air fighters in Germany. One of the most interesting part of the book in on page 103. He has dedicated a whole page to his dog ‘Moritz†. He talks about the things that he use to do and the true friendship between a man and his best friend. The book it self is no too long but it touches all the aspects of the author’s life. In this book the author gives and insight on how the war was fought and the danger one has to go through to reach his or her victory. In my op...

The Stability In An Economy And Human Development Essay

The Stability In An Economy And Human Development - Essay Example Economists define and measure economic growth in terms of the increase in real GDP or the increase in real GDP per capita over some time period. GDP is a reasonably accurate and highly useful measure of how well or how poorly the economy is performing. By using the real GDP per capita as a measure of growth means we are considering the size of a population in the economy. And there some instances or things of importance that real GDP per capita either understate or totally does not account for. It does not accommodate the satisfaction or psychic income that many people derive from their work. The increase in leisure time has a clear positive effect on the overall well-being of the people. Next is the improved product/service quality. Because GDP is a quantitative measure, it fails to take into account the improvements in quality of products and services in the economy. The social costs of the negative by-products such as air, water, and noise pollution, are not deducted from the tota l output. These costs also reduce our economic well-being. GDP per capita does not tell us whether the composition of the output is enriching or detrimental to the society or how these goods/services are distributed. Just as a household’s income does not measure its happiness, GDP per capita does not measure its total well-being.  The 2010 Report introduces three new indices to capture important aspects of the distribution of well-being for inequality, gender equity, and poverty.... Equity is inherent in the ideal of progress and seen as the convergence of standards of equality of opportunities or social justice (Cardoso 1996, p.44). There should be an equal distribution of resources to make more economic opportunities by making productive assets, health and education more accessible to all and thus increase avenues for human development. The more equal the distributions of these resources, the more likely that income growth will be reflected in an improvement in the life of each individual. The Gender Inequality Index is more on the topics of how women are treated in the economy because they are more likely at disadvantage in dimensions of reproductive health, empowerment and participation in the labor force. It relates human development and the inequality of male and female in terms of their achievements. The Multidimensional Poverty Index is used to measure human development resulting from their socio-economic status. The degree of poverty is seen as the caus e for the deprivation or loss of access to education, health and higher standard of living. However, there are important indicators of human development that are not included in the index. This includes the empowerment, cooperation and security. The expansion of people’s capabilities involving enlargement in choices available and increase in freedom is where basic empowerment relies on. People should be free to do and choose what economic activities to participate in. Human development should also be concerned with how people interact and cooperate in their communities. As social beings, the sense of belonging becomes an important source of their well-being giving them

Lab dispersal time Report Example | Topics and Well Written Essays - 1000 words

Dispersal time - Lab Report Example Animal activity is one of the primary agents bringing seeds to the surface of the soil and burying them. It is, therefore, a profound factor that affects the seed bank contribution to plant recruitment. Also, Earthworms, among animal species are recognized as crucial predators and dispersers of seeds. Seed dispersal is the motion of seeds away from the parent plant. Plants rely on a variety of vectors (living or nonliving) for dispersal (Murray, 2011). The type of the vector responsible for the dispersal of a particular seed is suited to by the general seed characteristics. Common modes of dispersal include gravity, wind, animal, water and ballistic. A particular seed may be acted upon by more than one vector, depending on the conditions and seed type. Exposed seeds on surfaces of soils are vulnerable to extreme contents of moisture and temperature, thus compromising the viability of seeds. In addition, they are easily detected by predators (Hirsch, 2012) Researchers have established that secondary dispersal is a critical characteristic that influences seed survival (Lal, 2002). Secondary dispersal can be defined as the movement of seeds across, and into, the soil (Forget, 2005). When seeds are placed on soil columns, some will penetrate to deeper levels than others, and some will disperse throughout the soil column. In addition to morphology, the role a facilitator species plays affects dispersal. In this case, an earthworm is the facilitator species. The facilitator species activity has a substantial impact on the soil seed bank dynamics and hence on the possibility of plant recruitment in an ecosystem at large (Allessio, Thomas, & Simpson, 2012). Milkweed, buckthorn, sumac and burdock seeds have different morphological features; Milkweed (Asclepias spp.) seeds are shiny, silky seeds which have snow- white fluffs. They are contained in con-shaped seedpods which crack open when dry to disperse the

Organizational Change Management Theory

Organizational Change Management Theory People and Organization Management in the Built Environment Organizational Change Management Theory Introduction- To understand change in an organization, it is important to study an organization and its culture. This is because, changing an organization is nothing but changing its culture which ultimately causes change in performance. An Organization can be defined as â€Å"social arrangement of consciously coordinated activities for achieving controlled performances in the pursuit of common goals†. (Price and Chahal, 2006, p. 238) Organizational culture can be defined as â€Å"characteristic, spirit and belief of an organization [†¦] generally held about how people should behave and treat each other in an organization [†¦] and attitudes to change.† (Price and Chahal, 2006, p. 238) Depending on the market requirements, an organization is setup according to- resource allocation, production capacity, technological requirement etc. This is why organizations have to constantly change to adapt to the ever-changing market while securing the organizations perspectives. Depending on the market situation, it can be a crisis change or chosen change. Organizational change can be developmental (doing better than current situation), transitional (implementation of new desired state) or transformational (evolutionary new state). (Price and Chahal, 2006) But whether it is intended or forced, the company needs to change in order to remain competent. Change management helps resist the effect that change in the market has on an organization, increasing the importance of change management over the years. (Cap Gemini Ernst Young, 2004) Changing an organizational culture affects the people involved in it in various ways like change in job profile, learning new techniques, job cut, etc. So, it becomes necessary to manage all the people involved, to successfully implement change while not disturbing the companys goal. This makes change management a complex process. Considering different orientations like planning, stake-holder management etc. change management can be defined as- A continuous aggregation of processes, instruments and techniques, to improve the efficiency of the organization in problem solving and target attainment, achieved by eliminating the causes of resistance to change, working in an organized and systematic way, from both company and employee perspectives. (Cap Gemini Ernst Young, 2004) Change process: Since the whole change process is very complex, let us consider a case-study to understand it better. We will analyze it using three models of change management, after which we will attempt to draw a strategic change management framework which can be used in any organization. Our case-study will also be critically analyzed against this framework. Case-study Aluminium Company of America (ALCOA) (1990) plant at Swansea is the company under review. (Price and Chahal, 2006) Senior managers of this company realized the need to review their plant culture and processes. They presented their case to the ALCOA board at Pittsburg, USA emphasizing on the companys present and desired state. The board was convinced about the need to change. Senior managers then established a taskforce to take the responsibility of the change program. It had 12 members ranging from employees, production managers, engineers, personnel, operators and craftsman. The task force drew the following Vision Statement- ‘To help establish ALCOA, Swansea, as a model company by developing a plant that contributes to the long-term prosperity and security of the company and its employees. (Price and Chahal, 2006, p. 245) In 1991, the taskforce drafted the internal document comprising of some important elements and strategies including vision, need to change, benefits, critical factors, resistance, etc. The ‘plan to overcome resistance was: â€Å"[] we must go forward and improve or cease to do business†. (Price and Chahal, 2006, p. 245) The taskforce reviewed and changed their manufacturing processes and procedures by benchmarking with other companies like ALCOA Tennessee, Cadburys etc. They observed no initial resistance while implementing new processes and procedures. But, later they noticed some symptoms like reduced productivity and they observed the reasons, as employee aspects like working practices, multi-tasking, pay, arising because of the old structure of organization having seniority and unionized systems. To overcome this, the workforce appointed a new team, which developed a system by analyzing the organizations present and desired state. They changed the working philosophy of the plant workforce and the basis for remuneration. They conducted a series of workshop trainings for the entire workforce. Though this entire process was difficult, they observed improved performance at the start of 2000. They were very close to their targets. The new reduced workforce was highly committed and motivated. But afte r all this success, ALCOA Swansea unexpectedly closed down in 2003. The senior management blamed overcapacity and slow market growth for failure. (Price and Chahal, 2006) Analysis: Although the senior management blamed overcapacity and slow market growth, it clearly indicates that they failed to analyze the market and adjust to it by aggressive marketing, necessary lay-offs etc. To understand the reasons for the failure, we will analyze the case-study using three models viz. The Leavitts Model (1965), Weisbords six-boxes (1976), McKinsey 7S Framework (1981-82). Leavitts Model: Leavitt focused on four variables in the organization, their interdependence and their influence on the change process. The variables considered are- * Task and subtasks- Those which are involved in achieving the target. * People- Who carry out the task. * Technology- Which is adapted to achieve the task. * Structure of the organization- In terms of authority, communication, workflow etc. Interlinking of the variables suggests that this is an interactive and continuous process. He did not take external factors into account. (Falletta, 2005) In our case-study, the first factor to vary was ‘Task. Change managers decided to change the companys plant culture and processes. Then they appointed a workforce, so the second variable changed was ‘People. Then ‘Technology and ‘Structure changed as a result of the changed plant processes and procedures that is change in the working philosophy and remuneration. But later on, an outbreak of resistance demanded a change in the human variable as well as the Structure. This resulted in the creation of a new highly motivated workforce. This increased the companys productivity and changed the sub-task, which was to win enough projects for the workforce to keep them motivated and achieve the ‘vision. But, the senior management was not a part of the task force and became an external factor leading to ignorance of vital marketing function. Considering the slow market growth, the change managers could have changed either ‘Technology or ‘People variabl e; that is they could have sold some machinery or reduced the workforce to achieve the desired productivity. Ignorance of all these resulted in failure of the change process and ultimately company closure. Weisbords six-boxes: Weisbord considered six broad categories as shown above. When compared with Leavitts model, there are three different factors considered- * Relationship- The way in which people interact with each other and with the technology. * Rewards- Given to workforce for performance. * Leadership- Common leadership tasks including the equilibrium between the other factors. External environment is also considered in this model unlike Levitts model. It also tells us about the importance of input and output in relation to the external and internal environments. It does not highlight much on interconnectivity of all the internal factors (Falletta, 2005). In our case study, Relationship between the team was maintained well, making it highly motivated. Relationship between people and technology was also maintained which was achieved through training. Provision for rewards was made by changing the basis for remuneration. But, the Leadership failed. This is because of the failure to analyze the balance between external and internal inputs and outputs like reduced market growth, less productivity and profitability. This may be the result of lack of co-ordination between senior and junior management and non inclusion of senior management in the task force. When the junior managers observed lesser productivity than expected, senior managers should have made an attempt to get more jobs by aggressive marketing or should have reduced the manpower. The ‘vision was partially achieved. Though they tried to achieve employee security by retaining them, the companys perspective of long term prosperity and security was not achieved and the proc ess failed. McKinsey 7S Framework: This model was drawn by the employees at McKinsey, who did corresponding research in business and industry. It considers seven variables which are- * Strategy- The plan in allocating resources to achieve the target. * Systems- Existing processes followed in the organization. * Staff-Different categories of personnel. * Skills- Different capabilities. * Style- How key managers behave to achieve the goal. * Shared value- The significant guiding concepts common among the organization. The interconnectivity between these is shown by the shape of the model. The author advises that the company cannot just change one or two variables to change the whole organization. In order to achieve long term benefit, variables should be changed to become more congruent as a system, suggesting that change is a continuous process. It does not consider external environment. The concept of the performance or effectiveness is not clear in the model. (Falletta, 2005) In our case-study, Shared values are the ‘vision statement as this is the common goal of all the employees. Skills were as per the requirement of the change process which was achieved through training. Production Systems were as per requirements, but Financial Systems needed more check on productivity and profitability. Staff and Style failed because of lack of coordination between senior and junior managers due to non-inclusion of the senior management in the task force, making them an external factor. As a result, they were unable to establish system to take care of shared values. Strategy failed as the company did not allocate more staff in marketing team, while production team needed lay-off. Hence, the vision was not achieved and company closed down. Strategic framework of Change management We will draw a six step strategic framework to help implement change in any organization. We will also analyze our case study using this framework. The main distinguishing characteristic of this framework is, that it considers the detailed role of all those involved in the change management process. 1. Preparing the organization This initiates the thought process. The first step is to study the organizations present state to determine its change capacity to have a realistic vision. Studying the organizations present routines gives an understanding of how the organization operates which guides about its performance in a specific routine. This will again strengthen the understanding of organizational operations and will guide about relevant performance. (Feldman, 2003, p. 729) Change managers then interact with different stakeholders to understand the need to change to achieve the right purpose and agree on the organizations desired state, considering internal and external drivers of change. This helps managers list out broad types of cultural and technological changes required. This is then conveyed to the entire workforce along with the benefits the company and employees would get through the change. This helps win their confidence and make them feel secured and involved. Care is taken not to convey informat ion about a specific group or individual to avoid the feeling of mistrust amongst the whole organization. (Price and Chahal, 2006) In our case study, this step was implemented effectively. Organizational analysis for present and future state was done perfectly and it was conveyed to people in such a way that everybody was convinced about the need to change. 2. Developing the process Vision is the guiding statement of the change process which relates the companys ultimate goal, making it the most important step of the change management process. The vision and objectives should be realistic and clear. (Cap Gemini Ernst Young, 2004) Change managers first decide three groups viz. implementation team, range of stakeholders and workforce. Feedback from step one is analyzed and used as the basis to find out different change strategies. All these strategies are then evaluated against certain questions which are * Does the option have a clear perspective and a systematic approach? * Does the option support organizational or personal goals? * Were all the working environments and source perspectives considered? (Price and Chahal, 2006) Different change strategies analyzed above are again brainstormed and evaluated within the group and a final strategic process is decided which can even be the combination of some of the options evaluated. Finally a working document is drafted. Different sections in the draft include- Background, Vision, Goal, Objectives, Design, Implementation plan, Timescales, etc. (Price and Chahal, 2006) Implementation plan should include important aspects like cultural development, employee mobilization, knowledge management, incentive systems, transformation map, and stakeholder management. It is observed that 10% to 30% of companies fail to plan for this. (Cap Gemini Ernst Young, 2004) Cost-benefit analysis is a very important aspect of change. Every change costs something which can be categorized as economic and psychological. Economic cost is related to expenditure incurred, while psychological cost is the strain caused when people try to adjust to the change. (Newstrom and Davis, 2000) So this cost-benefit analysis is required to determine the worthiness of change. Only 40% of the companies think that cost-benefit analysis is a must because all activities are investments that must pay off in the end. (Cap Gemini Ernst Young, 2004) In our case study, the vision statement was well written and the implementation plan was fairly drawn. But they failed to apply the Cost-benefit analysis at the right time and could not recognize that their resources were over assigned. Also, they failed to plan for the changing market situation, therefore could not adjust to the market growth. 3. Test support This is the phase before the final planning stage. Once the strategic process is decided, management ensures that the team is still enthusiastic about the plan. This is the last opportunity to review all the documentation and accommodate any last minute developments before the actual implementation. This stage confirms the decision about the strategic process. (Newstrom and Davis, 2000) In our case study, this step was either not taken or not mentioned in the article. But, it ultimately did not affect the process. 4. Communication Successful communication of vision and objectives at the right time, to the stakeholders and the people affected by the change is the key to success. In order to link strategic and operational change, it is necessary to communicate it ending on a warning. (Whipp and Pettigrew, 1992) Implementation team should identify the effect change has on the groups as well as on the individuals. While assigning new jobs, they should try to cooperate with the employees to the highest degree possible and make them feel involved. â€Å"When people think about what actions they are to take in an organizational routine, they are not confined to thinking about performances of the routine they are enacting but may think broadly about a wide variety of organizational performances†. (Feldman, 2003, p. 729) Change managers need to be proactive in reducing the amount of resistance by having the ‘plan to overcome resistance ready. (Price and Chahal, 2006) Personal communication, conflict management, leadership development and team building are the most important aspects of effective communication. Retention management is the most overlooked aspect observed in nearly 50% of the companies. (Cap Gemini Ernst Young, 2004) In our case study, communication with employees ended on a warning note as given in the plan to overcome resistance. Change was communicated successfully and the managers cooperated with the workforce resulting in successful restructuring of the organization; correcting all the defects. 5. Implementation This is a crucial phase of the process. Change managers follow the implementation plan and continue to do so till the end. If not done properly, there is a great risk of encountering resistance which can be recognized through symptoms like reduced productivity, gossips/rumors, etc. When recognized, its source needs to be identified and treated according to the ‘plan to overcome resistance drawn at step 4. (Price and Chahal, 2006) There are some common implementation barriers observed, such as- too many activities without prioritization, no sustained monitoring of activities (observed in more than 40% of the companies). Other barriers are- constant reorganizations of the company, inadequate support from line management, inadequate readiness to take responsibility etc. (Cap Gemini Ernst Young, 2004) In our case study, implementation of the plan was successful in the beginning. When they observed resistance, they took necessary action against it. But it was not followed till the end. The plan was to increase the productivity. When the market slowed down, necessary action should have been taken like workforce reduction or aggressive marketing to bring sufficient jobs for the highly motivated workforce. 6. Evaluation Change managers can evaluate the effectiveness of the process using Key Performance Indicators, at any stage of implementation. Generally, planning engineer or implementation team is not involved because of the obvious vested interests. Middle management can do it better, with unbiased views. This can be done with process inspections and audits. New processes can be reviewed and compared with the chosen process. After doing so, if any problem is identified, necessary adjustments need to be made to the process; this can be repeated several times. This continues and the process becomes a driver for the next change. (Price and Chahal, 2006) In our case study, this step was almost neglected by the change managers. They either failed to analyze the less productivity resulting from the slow market growth or failed to incorporate necessary changes in the process to achieve the vision. Conclusion: Change management is a very complex process because of the different factors involved in it. Though there is no globally accepted model, we can use different models in the same situation. Some models are easier to use, while others need more critical analysis according to the situation. It depends on the change manager to adapt a certain process. If all the steps are followed through, keeping the vision in mind, we can successfully implement change. Otherwise it can be as disastrous as company closure.