Creighton University Acceptance Rate, SAT/ACT Scores, GPA

Creighton University is a private Jesuit university with an acceptance rate of 71%. Located on a 108-acre campus near downtown Omaha, Nebraska, Creighton undergraduates can choose from over 50 academic programs. Creighton has an impressive 11-to-1  student/faculty ratio. On the athletic front, the Creighton Bluejays compete in the NCAA Division I  Big East Conference. Considering applying to Creighton University? Here are the admissions statistics you should know, including average SAT/ACT scores and GPAs of admitted students. Acceptance Rate During the 2017-18 admissions cycle, Creighton University had an acceptance rate of 71%. This means that for every 100 students who applied, 71 students were admitted, making Creightons admissions process somewhat competitive. Admissions Statistics (2017-18) Number of Applicants 10,112 Percent Admitted 71% Percent Admitted Who Enrolled (Yield) 16% SAT Scores and Requirements Creighton University requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 28% of admitted students submitted SAT scores. Note that beginning with the 2019-20 admissions cycle, Creighton University will become test-optional. SAT Range (Admitted Students) Section 25th Percentile 75th Percentile ERW 580 670 Math 570 680 ERW=Evidence-Based Reading and Writing This admissions data tells us that most of Creightons admitted students fall within the  top 35% natIonally  on the SAT. For the evidence-based reading and writing section, 50% of students admitted to Creighton scored between 580 and 670, while 25% scored below 580 and 25% scored above 670. In the math section, 50% of admitted students scored between 570 and 680, while 25% scored below 570 and 25% scored above 680. Applicants with a composite SAT score of 1350 or higher will have particularly competitive chances at Creighton. Requirements Creighton does not require the SAT writing section. Note that Creighton participates in the score choice program, which means that the admissions office will consider your highest score from each individual section across all SAT test dates. ACT Scores and Requirements Creighton requires that all applicants submit either SAT or ACT scores. During the 2017-18 admissions cycle, 84% of admitted students submitted ACT scores. Note that beginning with the 2019-20 admissions cycle, Creighton University will become test-optional. ACT Range (Admitted Students) Section 25th Percentile 75th Percentile English 24 32 Math 24 29 Composite 24 30 This admissions data tells us that most of Creightons admitted students fall within the  top 26% nationally  on the ACT. The middle 50% of students admitted to Creighton University received a composite ACT score between 24 and 30, while 25% scored above 30 and 25% scored below 24. Requirements Creighton University does not require the ACT writing section. Unlike many universities, Creighton superscores ACT results; your highest subscores from multiple ACT sittings will be considered. GPA In 2018, the average high school GPA of Creighton Universitys incoming freshmen class was 3.74, and over 63% of incoming students had average GPAs of 3.75 and above. These results suggest that most successful applicants to Creighton have primarily A grades. Self-Reported GPA/SAT/ACT Graph Creighton University Applicants Self-Reported GPA/SAT/ACT Graph. Data courtesy of Cappex. The admissions data in the graph is self-reported by applicants to Creighton University. GPAs are unweighted. Find out how you compare to accepted students, see the real-time graph, and calculate your chances of getting in  with a free Cappex account. Admissions Chances Creighton University, which accepts fewer than three-quarters of applicants, has somewhat competitive admissions. Creighton also has a  holistic admissions  process and admissions decisions are based on much more than numbers. A strong  application essay  and optional glowing letters of recommendation  can strengthen your application, as can participation in meaningful  extracurricular activities  and a  rigorous course schedule. The college is looking for students who will contribute to the campus community in meaningful ways, not just students who show promise in the classroom. Students with particularly compelling stories or achievements can still receive serious consideration even if their grades and scores are outside of Creightons average range. In the graph above, the blue and green dots represent accepted students. Most successful applicants had high school averages of B or higher, combined SAT scores of 1100 or higher (ERWM), and ACT composite scores of 22 or better. Many Creighton students had high school GPAs in the A range. All admissions data has been sourced from the National Center for Education Statistics and Creighton University Undergraduate Admissions Office.

Gender Inequality What s The Right Thing - 1283 Words

Robyn Mendoza Ms. Bergen English 10- 2 26 April 2013 Gender Inequality Gender inequality is an on going topic in society today. Women continue to struggle in finding equality next to men. Women should have the exact same rights as men, no matter what the differences are between the two genders. In the book Justice: What s the Right Thing to Do, Aristotle’s theory of justice is â€Å"giving people what they deserve† (Sandel 9). Women should not be restricted or constrained from anything that men have the free will and power to do. Instead, women should be treated no less than men and have the same freedoms. Gender inequality is an injustice because it treats women differently opposed to the equality both men and women deserve as human†¦show more content†¦This is because they do not have a voice in society, and they do not want to cause problems. Women are required to do things that men are not because of their gender and this is an injustice. Women are constantly under the constraint of men who have the str ength and power to physically harm women who are much weaker than them. In recent years, complaints have increased in frequency about aggression by men who are not part of the women’s family (Bose and Kim 51). Not only are men hurting women but men who have no absolute relation to a certain woman is hurting her. This clearly shows that men do not take ownership in their wives but they allow other men who to treat her just as poorly as he himself. This violence continues to enforce the large impact men have on women. They can have every right to any women and abuse her. Men see themselves of having this over powering right to hurt anybody including somebody much fragile than themselves. But women because of their small figures and feminine qualities have no thought of doing the same. Not only is injury something women face but having less rights than their husbands. A law in Iran states, â€Å"The general rule in Islamic Shari’a is that divorce is the husband s unilate ral right and he can end his marriage by following a simple procedure: reciting the divorce formula in the presence of two witnesses. He does not need any grounds and

Kurt Vonnegut Essay Example For Students

Kurt Vonnegut Essay Kurt Vonneguts character Billy Pilgrim, in Slaughterhouse-Five, is an American soldier in Europe in the last year of World War II. What he sees and does during his six months on the battlefield and as a prisoner of war have dominated his life. He comes to terms with the feelings of horror, guilt, and despair that are the result of his war experiences by putting the events of his life in perspective. He reorganizes his life by using the device of time travel. Unlike everyone else, he does not live his life one day after another. Billy Pilgrim has become unstuck in time, and he jumps around among the periods of life in a constant state of transience. In the beginning of the novel, it is December 1944 and Billy, along with three other American soldiers, is lost in a forest far behind enemy lines. Billy closes his eyes for a moment, drifts back to a day in his past, then suddenly opens his eyes in the future: its 1965 and he is visiting his mother in a nursing home. He blinks, then time changes to 1958, then 1961, and finally he finds himself back in the forest in December 1944.Billy does not have much time to wonder about what has just happened. He has been captured almost immediately by German soldiers and put onto a train bound for eastern Germany. Aboard the train Billy has a great adventure into the future. He finds himself at the night of his daughters wedding in 1967, where he is kidnapped by a flying saucer from the imaginary planet Tralfamadore. The aliens take Billy to their home planet and put him in a zoo. Then, as always seems to happen, Billy wakes up back in the war. The train arrives at a prison camp, and there a group of British officers throw a banquet for the American POWs.Before long he is traveling in time again, to a mental hospital in 1948, where hes visited by his fiancee, Valencia Merble. As soon as he recovers from his nervous breakdown, Billy will be set up in business as an optometrist by Valencias father. Billy is introduced to science fiction by his hospital roommate, Eliot Rosewater, whose favorite author is Kilgore Trout. Trouts writing is terrible, but Billy comes to admire his ideas.Billy soon travels in time again to Tralfamadore, where he is the most popular exhibit in the zoo. His keepers love talking to him because his ideas are so strange to them. He thinks, for example, that wars could be prevented if people could see into the future as he can. The American POWs are now being moved to Dresdan, which as an open city of no military value has come through unscathed, while almost every other German city has been heavily bombed. Billy knows that Dresdan will soon be totally destroyed, even though theres nothing worth bombing there. The Americans are housed in building number five of the Dresdan slaughterhouse. There, Billy continues his time-travels. He survives a plane crash in 1968. A few years before that, he meets Kilgore Trout. Also, on Tralfamadore, he tells his zoo-mate, Montan Wildhack, about the bombing of Dresdan. Billy Pilgrim and the other American POWs take shelter in a meat locker beneath the slaughterhouse. When they go out the next day, Dresdan looks like the surface of the moon. Everything has been reduced to ashes and minerals, and everything is still hot. Nothing is moving anywhere. After months of digging corpses out of the ruins, Billy and the others wake up one morning to discover that their guards have disappeared. The war had now ended, and they are free men.There are many ways for an individual to cope with post-traumatic stress. The way in which one chooses to deal with emotionally taxing situations is determined, in part, by the individuals character traits. .u3947164911ccfeca06df869cac21360f , .u3947164911ccfeca06df869cac21360f .postImageUrl , .u3947164911ccfeca06df869cac21360f .centered-text-area { min-height: 80px; position: relative; } .u3947164911ccfeca06df869cac21360f , .u3947164911ccfeca06df869cac21360f:hover , .u3947164911ccfeca06df869cac21360f:visited , .u3947164911ccfeca06df869cac21360f:active { border:0!important; } .u3947164911ccfeca06df869cac21360f .clearfix:after { content: ""; display: table; clear: both; } .u3947164911ccfeca06df869cac21360f { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u3947164911ccfeca06df869cac21360f:active , .u3947164911ccfeca06df869cac21360f:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u3947164911ccfeca06df869cac21360f .centered-text-area { width: 100%; position: relative ; } .u3947164911ccfeca06df869cac21360f .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u3947164911ccfeca06df869cac21360f .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u3947164911ccfeca06df869cac21360f .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u3947164911ccfeca06df869cac21360f:hover .ctaButton { background-color: #34495E!important; } .u3947164911ccfeca06df869cac21360f .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u3947164911ccfeca06df869cac21360f .u3947164911ccfeca06df869cac21360f-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u3947164911ccfeca06df869cac21360f:after { content: ""; display: block; clear: both; } READ: Room with a view Essay Because Billy Pilgrim is insecure and unable to effectively reestablish a sense of normalcy, he chooses time-travel as his own personal brand of denial. The result of his emotional journey was the further development of his character, as well as his neurosis.

Open source systems

Introduction Open source systems are built on software that is freely available to the public and which can be legally altered (or customized) by developers to meet certain needs. Generally, developing an open source system can be seen as a two-step process, the first step being acquiring source codes for the software to be used and the second step being customizing the software to suit the particular needs in play.Advertising We will write a custom case study sample on Open source systems specifically for you for only $16.05 $11/page Learn More In this paper, the risks and ethical issues associated with open-source systems are outlined and additionally, a one-page audit plan for an open-source system for Global Airline Co. prepared in order to boost the company’s confidence in open-source systems as a viable cost-cutting measure. A1: Enterprise risks One enterprise risk associated with open-source systems is minimal information security. Accordin g toNetwork World (2011, 1) the development of open-source software is done in such a way that the software fail to meet set minimal security standards. Another enterprise risk associated with open-source systems according to Findlaw (2011, 4) is infringement risk. Due to the nature of the development process of open-source software,it is possible for developers to infringe the intellectual property rights of other proprietary software (Findlaw, 2011, 4). Another enterprise risk associated with open-source systems according to Findlaw (2011, 14) is licence restriction risk. Open-source software when compared to proprietary software comes with licence restrictions that are more likely to impact on a company’s strategy (Findlaw, 2011, 14). Another risk associated with open-source systems is lack of support (Burton Group, 2003, 13). Support for open-source software is difficult to find owing to the nature of how they are developed. Another enterprise risk associated with open-so urce systems is the cost of training, support and service of the system. According to Burton Group (2003, 12) the cost associated with training, support and service of open-source systems can at times surpass that of the commercial software product it is replacing.Advertising Looking for case study on it? Let's see if we can help you! Get your first paper with 15% OFF Learn More A2: Ethical Issues One ethical issue with open source systems is confidentiality and privacy (National Information Assurance Training and Education Center, 2011, 4). It is regarded, as an ethical, legal and business requirement to ensure that the discretion of information in a given organization is safeguarded. Another ethical issue with open source systems is Patent and Copyright Law (National Information Assurance Training and Education Center, 2011, 13). Patents and Copyright Laws are legal protections of the intellectual property of an enterprise, which includes its information. Another eth ical issue with open source systems is fraud and misuse (National Information Assurance Training and Education Center, 2011, 10 ). Care has to be taken to safeguard the integrity of data in the open source system, otherwise, genuine data can be replaced with fraudulent one in a malicious scheme to benefit a threat-source to the system. Another ethical issue with open source systems is safeguarding its allied infrastructure e.g. computers from sabotage (National Information Assurance Training and Education Center, 2011, 17). The open source system cannot function at all or optimally without its allied infrastructure e.g. computers it is thus ethically important that infrastructure is protected from intentional or unintentional sabotage. An ethical issue with open source systems is ethics and responsible decision-making (National Information Assurance Training and Education Centre, 2011, 2). Ethics promote sound decision-making which is critical in managing the open source system. A3: Audit Plan The first step in the audit plan is selecting an information auditor and putting together an information audit team. The information auditor is not necessarily an employee of Global Airline Co. but it is desirable that he/she has extensive knowledge on open source systems and information auditing. The information audit team is to comprise senior officials of Global Airline Co. who have information –related backgrounds. Once the information auditor has been selected and the audit team put in place we proceed to the second step of the audit plan that is known as promote. In this step, through the audit team, the benefits of auditing the system are promoted to the rest of the company so as to maximize support and corporation for the process as well as minimize hostility among staff, which can undermine the success for the audit.Advertising We will write a custom case study sample on Open source systems specifically for you for only $16.05 $11/page Learn More In addition to this, a passport letter that is signed by the CEO of the company is to be circulated round the company that demands full corporation from each affected member of the company. Again, in this step, the information auditor determines awareness level and information value in Global Airline Co. does a preliminary assessment of the company. The third step in the audit plan comprises six stages. The audit team does the first four stages and information auditor does the remaining two stages. The six stages are: Identifying and defining the mission of the Global Airline Co. Identifying and defining the environment of Global Airline Co. Identifying and defining Global Airline Co. organizational structure Identifying and describing Global Airline Co. organizational structure Identifying information flows Identifying Global Airline Co. information resources The fourth step in the audit plan is analyse in which an analysis and evaluation of the information resources of Global Airline Co. is done as a means towards developing action plans that improve the company’s problematic situations and that achieve the objectives identified in the previous stage. The analyse step consists of four stages that are: Evaluating Global Airline Co. information resources Developing an information flow diagram Preparing a preliminary report Formulating the action plans The fifth step in the audit plan is account in which a cost valuation of the information resources ofGlobal Airline Co. is done. The cost valuation is a vital part in developing and evaluating an information strategy that is apt for Global Airline Co. The sixth and final step in the audit plan is synthesise in which documentation of the whole audit process is prepared and presented. The documentation is a report whose contents include the findings of the audit process and the recommendations made about the open source system. The recommendations made form the base of the informati on strategy to adopt towards the open source system. The synthesis step consists of two stages, these are: Preparing and presenting the information audit report Developing the information strategy Part 2: Question one As the information auditor, after firing Peter the next step will be to undertake an audit of the company’s information system. The aim of the audit plan would be to determine the extent of damage done by Peter and formulate action plans to deal with the situation. The final stage of this audit plan would be to document the findings and recommendations of the audit plan and present them to the senior management of the company. Part 2: Question two My reply to the boss as to how I came up with the shortfall would be that I followed a strategic approach to information auditing, which is a process consisting of five primary steps namely, promote, identify, analyse, account and synthesise (Buchanan and Gibb, 1998, 41).Advertising Looking for case study on it? Let's see if we can help you! Get your first paper with 15% OFF Learn More Part 2: Question three Information management is according to AIIM (2011, 3) the process in which information from one or multiple sources is collected and managed and distributed to a single or multiple audiences. Information control is an activity that goes hand in hand with information managementand it is undertaken toregulate the information collected from the source and the one which is distributed to the audience. Part 3: Question one One of the key assumptions made in the model is that in an organization the information is always steadily and continuously circulating through the six activities shown in the diagram. Another assumption is that the information is both of an electronic and non-electronic nature. Part 3: Question two The model lacks information control, which is an activity that is closely related to information management. References AIIM. (2011). What is information management. Web. Buchanan, S. and Gibb, F. (1998). The information audit: an integrated strategic approach. International Journal of Information Management, 18(1). Burton Group. (2003). Open source software: risks and rewards. Web. Findlaw. (2011). The risks of open source software. Web. Network World. (2011). Open source software a security risk, study claims. Web. National Information Assurance Training and Education Center. (2011). Ethical issues. Web. This case study on Open source systems was written and submitted by user Dawson Campos to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Strategic Change Management

Executive Summary Strategic Change Management has become a strategic role of leaders in various organizations. Various business organizations have come to appreciate the need for change and have designed various methods and approaches of managing change.Advertising We will write a custom report sample on Strategic Change Management specifically for you for only $16.05 $11/page Learn More It has downed on the management that the market competition requires leaders to embrace change and ensure that they are creative in order to manage market competition. The firm should bring all stakeholders on board and each given a role to play in the process of change management and implementation. The model that firms would use in implementing change is Kurt Lewin Model of unfreeze, change and then freeze. Value based organization is the approach to monitor the implementation of change. The strategies must be implemented in an appropriate time to yield good results. I ntroduction Change is one of the most important factors that an organization must take into consideration when drawing its strategic goals and objectives. Daft (2009, p. 37) simply says that Change is constant. This statement is intriguing yet it is the best philosophical definition of change. The idea that change is constant raises a number of questions. However, from an analytical perspective, change is always inevitable. Daft argues that change brings nothing new in the organization. It only enhances what is already in existence. McCarthy and Eastman (2010, p. 23) say, â€Å"the overarching purpose of change management is to accelerate the speed at which people move successfully through the change process so that anticipated benefits are achieved faster.† As such, change should not be viewed as a shift from the norm. The only issue is that it brings new methodologies of handling the daily activities. In his book, The Rise and Fall of Strategic Planning, Henry Mintzberg (19 94), reprimanded himself and others for their sightless adherence to the strategic forecast practice. His disputation rests with the exploration of the authoritative scientific explanation of the future. He demonstrates how planning can asphyxiate obligation, constrict an organization’s dream, make change unfeasible, and lead to the politicization of the affairs of the organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More His point is based on the principle that analysis is not synthesis. Therefore, strategic planning is not strategy formulation (p. 321). According to this scholar, many managers would agree that change is one of the defining external factors that influence the operations of the organization. The management is always faced with various problems that would demand changes to solve them. As a starting point, Griffin (2000) classifies the word management as a set of activities, including planning and decision-making, organizing, leading, and controlling, directed at an organization’s resources that is, human, financial, physical, and informational, with the aim of achieving organizational goals in an efficient and effective manner (p. 6). In the definition, several key concepts are used. Foremost, it is comprehended that management applies uniformly to public, private, nonprofit, and religious organizations. Murphy (2002) was of the view that management is an organizational phenomenon and not exclusive to the world of profit organizations (p. 7). Implementers of Change Individuals charged with the responsibility of implementing changes influence the process. As Anderson (2011, p. 16) says, in most companies, the initiators of change are always part of implementers. In this regard, a number of implementers of change exist. Some are discussed in the subsequent sections. The Management McGregor (1957) in his book The Human Side of Enter prise stated that the management is severely hampered today in its attempts to innovate with respect to the human side of enterprise. This is due to inadequacy of conventional organizational theory (p. 245). The management plays a very important role in the implementation of change in the organization. Given its role of co-coordinating and controlling, the unit has the duty of explaining change to employees and directing them on how these change strategies would be addressed. As such, they have the responsibility of understanding the strategies before explaining them to employees. They are also the financiers of the policies of the organization. They have a role of ensuring that proper finances are allocated towards the implementation of the strategies.Advertising We will write a custom report sample on Strategic Change Management specifically for you for only $16.05 $11/page Learn More General Employees Sharma (2008, p. 26) says that employees have the greatest role to play in the implementation of change strategies. They are the implementers of the firm’s strategies. They have a duty of ensuring that they understand the organizational objectives. They should therefore know how to intertwine the change strategies with the general goals and objectives of the firm. They would receive the policies from the management and implement them in a manner that would generate maximum benefits to the firm’s customers and shareholders. The Recipients of Change As explained above, these individuals are neither the initiators nor implementers of change. Recipients of change may not necessarily involve those individuals that do not have a role in the initiation or implementation of change. According to some scholars, both the initiators and implementers of change may be viewed as the recipients of the change if they are affected by change policies, which is always the case. As such, all stakeholders may be considered recipients of c hange under different contexts. The management would be the recipient of change if it affects the general growth of the firm either positively or negatively. The employees would be recipients if the process would result to benefit increment or change of position held in the firm. Customers would definitely be the recipients through the benefits they would receive from the changed strategies of the firm. The competitors would be recipients if the change would also force them to redefine their own strategies. The government would be the recipient if the change would result to a downward or upward adjustment of the tax they receive from the firm. The organization as a whole would also be considered a recipient of change.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This is because the organization would be forced to come up with changes in the production levels and styles and the general new product proposition it would assume in the market. The structures would also feel the effects of change. In every organization, various structures are always put in place to serve various tasks. For instance, the structures put in place at the sales unit would be affected by new changes. The structures may need to be reorganized to reflect the new picture of the firm. Generally, the entire system would have to be restructured. The new design would have to redefine the relationship of the stakeholders in the organization and the new roles that they would play. In the implementation process, care should be taken to avoid chaos at all the stages. Chaos can be the most destructive factor in change management. Chaos, as defined in an older dictionary, is a condition of utter disorder and confusion as the unformed primal state of the universe (Funk and Wagnalls, 1940, p. 208). In a more recent attempt to define the concept, Coveney and Highfield term it as unpredictable and apparently random behavior in dynamic systems (1995, p. 425). In the latter definition, we can see a loosening of the fixed order of the world that was embedded in the first definition. Such scientists as Newton who accepted a fixed-order world as the ideal of objective knowledge laid the foundation (Prigogine, 1996, p. 2). A tenet of the Industrial Age was that some grand design of the universe that needed to be discovered existed. However, current writers and thinkers in the area of systems thinking and Chaos Theory argue that no such fixed design exists. In fact, writers such as Prigogine (1996) now define chaos as the behavior of systems in which close trajectories separate exponentially in time (p. 201). It is therefore the role of everyone to understand the need for change and cooperate in the process of its implementation. This would ensure smooth process of chan ge implementation. Strategies Available for Change Management Government Office for the South West (2004, p. 43) state that it is worth recalling what we are trying to achieve. It should be clear to the team why change is important and what it would achieve. There are giant American companies that were brought to their feet due to either the failure to adopt changes that were needed or poor implementation of change. Whichever the case, the underlying fact is that change is a fixed factor in any organization whose implementation should be done in a conscious manner that would make the firm remain competitive in the market. Rogers Adopters Theory provides the best available strategies for change management. The categories are as follows: Innovators This strategy requires individuals who have a great desire for new ideas. It requires audacity and the willingness to pay the consequences of change. When implemented, the firm would implement changes as soon as they are availed in the busi ness environment. This strategy would be the best for any organization, but the consequences may outweigh the benefits. As such, many firms shy away from it because of the possible negative consequences. The popularity of this strategy is rated at 2.5 percent. Early Adopters Early adoption theory would involve embracing change early enough to be able to reap maximally from it, but after analyzing the consequences that are involved. Early adoption is good, but as innovators, a firm may not have reference to other firms which had implemented the strategy before. As such, many firms would shy away from it for the fear of the unknown. However, given the nature of many organizations, this would be the best strategy that should be employed by in the process of managing change. Early Majority The early majority would adopt change before the average members, but will take precautions by keenly monitoring how the innovators and early adapters were affected by the changes. Although very popul ar, this strategy is dangerous to an innovative company, such the Coca Cola Company because by the time it would be implementing the change, it might be too late to be competitive in the market. Late Majority Late majority are individuals who appreciate that change is necessary, but would want to evade any negative consequences. They would therefore wait for others to implement change and confirm that the consequences are positive. They prefer going through the trodden path. This strategy may not work for companies such as Coca Cola because this industry is very dynamic and by taking this approach, it would always be several steps behind market standards. Laggards Kratschmer (2011, p. 19) describes this category of individuals as tradition keepers. They would want to maintain status quo, and because of this, they would fight any change in the organization. This may not be considered a strategy for change management, but passes as one because it seeks to fight change. Those who hold this strategy would always be suspicious of change and all the change agents. This is the worst strategy of change management. Role of Stakeholders Sirkin, Keenan, and Jackson (2005 p. 2) observe that managing change is tough, but part of the problem is that there is little agreement on what factors influence transformation initiatives. As stated above, the best strategy would be the early adoption. Various stakeholders would have different roles in this strategy. The management has the duty to understand the concept put forth in the specific change item in order to create awareness among employees. The management is also responsible for funding the entire process of change implementation. The employees should be flexible enough to adjust to issues concerning change management. They have the responsibility of positively responding to change and ensuring that the policies of change are well taken and are appropriately implemented. The government, though it may not have direct respons ibility, should ensure that the business environment is kept safe. Top Down Model: System of Change Implementation A system refers to a collection of different units or subsystems, which work as a unit to accomplish a given objective. Companies such as Coca Cola are made of a system of different stakeholders, each with different duties aimed at ensuring the firm’s strategic goals and objectives are achieved. The diagram below shows the stakeholders in this system, as well as how they are related. As shown in the above diagram, the system involves all the members of the organization in their various capacities. In this system, change would be effected from the top management and the lower cadre employees would be doing the implementation activities. The system should be well coordinated in a way that no unit will clash with the other in the process of implementation of change strategies. The management must clearly set the overall goals and objectives of the firm. This should be made known to all members of the organization. The overall objective would be to create a positive differential change to customers. The management would therefore create a system that would act as a wheel. The management, both top and mid level management, would form systems while the junior employees would form subsystems. In this wheel, the management should transfer a desirable rotation to the employees, which would make them rotate customers in favor of the organization. This is demonstrated in the diagram below. All members would share the new objectives, which would redefine the mission of the firm. As seen in the case study, the last and very important part is the implementation of the shared mission. The management should identify various teams and assign them different roles that would help accomplish the objective of the organization. The management should consider developing units in the firm, with each unit having its own specific duties. The stakeholders should fi t into the units, with each unit having specified role to play in the overall policy implementation process. The management can also consider having each specific stakeholder assigned his or her own role in the firm. The objective should be achieved within a specified period. Resistance to Change In many occasions, change would meet a lot of resistance from those who want to maintain status quo. They would ensure that all efforts are directed towards derailing change. Change can be resisted in a number of ways. The first type of resistance to change may involve adoption of the laggard approach. Such an individual would try to cling to the traditional ways of operation as much as possible. Another approach may involve refusal to cooperate in the process of working as a system to implement change. The management can also resist change by failing to advocate for the same to employees. They can also resist change by failing to allocate enough finances for change policies. The best way t o manage any form of resistance is to make every member of the organization understand the need for and the urgency with which change is needed. The management should ensure that all stakeholders are brought on board in the process of implementing change. They should be allowed to share their views and fears about change so that the concerned authorities may address it. Appropriate Model for Change A number of models for change are used by various organizations, given different scenarios. Some of the most popular models of change include ADKAR Model for change, Stephen Covey Seven Habits Model, Kubler Ross Stages of Change and Kurt Lewin’s Strategy of Unfreeze-Change-Refreeze. These strategies are suitable in different scenarios. They have their own advantages and disadvantages that make each most suitable in different applications. Given the scenario of Coca Cola, the best model would be Kurt Lewin’s three staged Model of Change Management of Unfreeze, Change, and the n Freeze. Unfreeze is the first stage where the firm would need to appreciate that given the current market forces, there is need for change. As such, every member of the organization prepares psychologically for a possible change. After unfreezing, the next step is change. The members, having accepted the need for change, would embrace the same and adopt new strategies brought about by change. The freezing stage, also known as refreezing, involves establishing stability after the adoption of change. Strategies for Implementation of Change Model There are measures that should be put in place to ensure that the implementation of change model is successful. The first measure is that there should be a clear procedure of monitoring change. Baekdal, Hansen, Todbjerg and Mikkelsen (2006, p. 7) observe that all models are guidelines. You should always evaluate the relevance of each individual step vs. your situation and your project. Large projects often demands detailed analysis and docum entation, while small projects can be finished with much lesser work. The concerned individuals should know the basis of objectives and goals of the organization. With this, they should assess the effect of change against what was expected. The second measure is that the implementing parties should have a clear timeline for the achievement of various objectives. There should be regular meetings to review the success of the organization. Another measure is that the management should set short-term manageable objectives to be achieved within a given timeline. A mechanism through which objectives would be measured should exist. This way, it would be easy for the management to determine if the implementation process is effective or if some changes might be necessary. Above all, the stakeholders should all be made to appreciate the need for change and the potential benefits that may accrue from the same. Conclusion In a business set up, the top management is always under a constant chall enge of planning how to manage change. Strategic change management has become one of the strategic duties of a firm. It is considered strategic because it affects the entire firm from the top management to the junior most employees, as well as all the departments of the firm. Change management is considered strategic because, just like strategic goals and objectives, change should be initiated by the top management of the organization and channeled to other employees of the organization. Older members of the society, especially those that have already used to a certain way of doing things, may not find it easy to shed their normal ways of approaching their duties. They are used to the normal methods and fear that they may not be in a position to adapt to these changes fast enough and as such would be seen as incompetent. Change must involve all stakeholders in the organization for success to be achieved. The management must incorporate all its stakeholders and assign them different roles in the process of implementing change. Kurt Lewin’s three staged Model of Change Management of Unfreeze, Change, and then Freeze is the best strategy of implementing change in organizations. List of References Anderson, M 2011, Bottom-Line Organization Development: Implementing and Evaluating Strategic Change for Lasting Value, Elsevier, Burlington. Baekdal, T, Hansen, K, Todbjerg L Mikkelsen, H 2006, â€Å"Handle change management projects more effectively† Change Management Handbook, Vol. 1, no. 27, pp 7-57. Coveney, P Highfield, 1995, Frontiers of Complexity: The Search for Order in a Chaotic World, Fawcett Columbine, New York. Daft, R 2009, Organization Theory and Design, Cengage Learning, New York. Government Office for the South West 2004, â€Å"Resource Efficiency and Corporate Responsibility: Managing Change, How to Manage Change in an Organization†, Envirowise and Government Office for South West, Vol. 3, no. 11, pp 10-27. Griffin, R 2002, Manag ement, Houghton Mifflin, Massachusetts. Kratschmer, P 2011, Organizational Culture is Highly Resistant to Change: Discuss, GRIN Verlag, New York. McCarthy, C Eastman, D 2010, â€Å"Change Management Strategies for an Effective EMR Implementation,† Healthcare Information and Management Systems Society, Vol. 1, no. 39, pp 20-41. McGregor, D 1985, The Human Side of Enterprise, McGraw-Hill, New York. Mintzberg, H 1994, The Rise and Fall of Strategic Management, The Free Press, New York. Murphy, R 2000, Strategic Management vs Strategic Leadership: Untying the Gordian knot. Published Proceedings, Academy of Administrative Sciences and Business Conference, Vol. 2, no. 2, pp 89-112. Prigogine, I 1996, The End of Certainty: Time, Chaos, and the New Laws of Nature, The Free Press, New York. Sharma, R 2008, Change Management, Tata McGraw-Hill Education, New Delhi. Sirkin, H Keenan, P Jackson, A 2005, â€Å"The Hard Side of Change Management†, Harvard Business Review, Vol. 3, no. 4, pp 1-18. This report on Strategic Change Management was written and submitted by user Sonia Sutton to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Definition and Examples of Copyediting in English

Definition and Examples of Copyediting in English Copyediting is the process of correcting errors in a text and making it conform to an editorial style (also called house style), which includes spelling, capitalization, and punctuation. A person who prepares a text for publication by performing these tasks is called a copy editor (or in Britain, a sub editor). Alternate Spellings:  copy editing, copy-editing Aims and Kinds of Copyediting The main aims of copy-editing are to remove any obstacles between the reader and what the author wants to convey and to find and solve any problems before the book goes to the typesetter, so that production can go ahead without interruption or unnecessary expense. . . . There are various kinds of editing.   Substantive editing  aims to improve the overall coverage and presentation of a piece of writing, its content, scope,  level  and organization. . . .Detailed editing for sense  is concerned with whether each section expresses the authors meaning clearly, without gaps and contradictions.Checking for consistency  is a mechanical but important task. . . . It involves checking such things as spelling and the use of single or double quotes, either according to a house style or according to the authors own style. . . .Copy-editing usually consists of 2 and 3, plus 4 below.Clear presentation of the material for the typesetter  involves making sure that it is complete and that all the parts are clearly identified. (Judith Butcher, Caroline Drake, and Maureen Leach, Butchers Copy-editing: The Cambridge Handbook for Editors, Copy-editors and Proofreaders. Cambridge University Press, 2006) How Its Spelled Copyeditor and copyediting have a curious history. Random House is my authority for using the one-word form. But Websters agrees with Oxford on copy editor, although Websters favors copyedit as a verb. They both sanction copyreader and copywriter, with verbs to match. (Elsie Myers Stainton, The Fine Art of Copyediting. Columbia University Press, 2002) The Work of Copy Editors Copy editors are the final gatekeepers before an article reaches you, the reader. To start with, they want to be sure that the spelling and grammar are correct, following our [New York Times] stylebook, of course. . . . They have great instincts for sniffing out suspicious or incorrect facts or things that just dont make sense in context. They are also our final line of protection against libel, unfairness and imbalance in an article. If they stumble over anything, theyre going to work with the writer or the assigning editor (we call them backfield editors) to make adjustments so you dont stumble. That often involves intensive substantive work on an article. In addition, copy editors write the headlines, captions and other display elements for the articles, edit the article for the space available to it (that usually means trims, for the printed paper) and read the proofs of the printed pages in case something slipped by. (Merrill Perlman, Talk to the Newsroom. The New York Times, Ma r. 6, 2007) Julian Barnes on the Style Police For five years in the 1990s, British novelist and essayist  Julian Barnes  served as the London correspondent for  Ã¢â‚¬â€¹The New Yorker magazine. In the preface to  Letters From London, Barnes describes how his essays were meticulously clipped and styled by editors and fact-checkers at the magazine. Here he reports on the activities of the anonymous  copy editors, whom he calls  the style police. Writing for  The New Yorker  means, famously, being edited by  The New Yorker: an immensely civilized, attentive and beneficial process which tends to drive you crazy. It begins with the department known, not always affectionately, as the style police. These are the stern puritans who look at one of your sentences and instead of seeing, as you do, a joyful fusion of truth, beauty, rhythm, and wit, discover only a doltish wreckage of capsized grammar. Silently, they do their best to protect you from yourself. You emit muted gargles of protest and attempt to restore your original text. A new set of proofs arrives, and occasionally you will have been graciously permitted a single laxity; but if so, you will also find that a further grammatical delinquency has been corrected. The fact that you never get to talk to the style police, while they retain the power of intervention in your text at any time, makes them seem the more menacing. I used to imagine them sitting in their office with nightsticks and manacles dangling from the walls, swapping satirical and unforgiving opinions of  New Yorker  writers. Guess how many infinitives that Limeys split  this  time? Actually, they are less unbending than I make them sound, and even acknowledge how useful it may be to occasionally split an infinitive. My own particular weakness is a refusal to learn the difference between  which  and  that. I know theres some rule, to do with individuality versus category or something, but I have my ow n rule, which goes like this (or should it be that goes like this?dont ask me): if youve already got a  that  doing business in the vicinity, use  which  instead. I dont think I ever converted the style police to this working principle. (Julian Barnes, Letters From London. Vintage, 1995)   The Decline of Copyediting The brutal fact is that American newspapers, coping with drastically shrinking revenue, have drastically reduced the levels of editing, with a concomitant increase in errors, slipshod writing, and other defects. Copy editing, in particular, was seen at the corporate level as a cost center, an expensive frill, money wasted on people obsessing with commas. Copy desk staffs have been decimated, more than once, or eliminated outright with the work transferred to distant hubs, where, unlike Cheers, nobody knows your name. (John McIntyre, Gag Me With a Copy Editor. The Baltimore Sun, January 9, 2012)

The Greatest Generation by Tom Brokaw Essay Example | Topics and Well Written Essays - 1750 words

The Greatest Generation by Tom Brokaw - Essay Example d to the call in honor and love for country; they turned down their own interest and pleasure to defeat their enemies; and they won their independence to see their nation rise up again from the pit of a devastating war that had killed millions of their loved ones and created a massive loss of their properties. These heroic deeds during the world war lead Brokaw to call their generation the â€Å"greatest generation† America has yet seen. World War II was the most damaging war in the history which started in the year 1939 about 70 years ago, and believed to have ended in 1945. Germany’s invasion of Poland without any warning sparked the beginning of the war on September 1, 1939. On the third day of September, two other countries, Britain and France joined in the conflict against Germany; and in a span of one week, four other countries, Australia, New Zealand, Canada, and South Africa had also joined in the war (â€Å"A WW2 Timeline†). This global military conflict was divided into two opposing military alliances namely: the Allies composed of countries including Soviet Union, United States, and United Kingdom, and the Axis composed of Germany, Japan, Italy, and many others. World War II is the deadliest and the bloodiest war that has ever hit the world with 61 million casualties of both military and civilian. Brokaw believes that there are significant, astonishing, and memorable stories behind every tragedy -- stories of hope, of greatness, of survival that leads him to create the book â€Å"The Greatest Generation.† â€Å"The Greatest Generation† accounts stories of veteran Americans, men and women who fought during the World War 2 against two of the greatest military machines ever created in the history of mankind. They gave up their lives, offered up their honor, dignity, and courage to see their nation rise up again. The book aims to let Americans of today’s generation know how much these people have sacrificed and fought the good fight so they can attain and