1988 Presidential election

Bush and Dukakis 1988 presidential election On November 8, 1988, George H. Bush candidate was elected President of the 41st United States President. President Bush beat Democrat Challenger Governor Michael Dukakis at a ratio of 6 to 5. 49 million people voted for Bush, 426 people voted for the election, 42 million people voted for Ducakis and 112 elections took place. Strangely, even those who did not run for the presidential election won the election vote; Lloyd Bentosen (Democratic Vice Presidential candidate) won the election vote in West Virginia. In the Democratic Party that appeared after President George H. Bush in Republican victory in the 1988 presidential election, the centralist Democratic Party, or the New Democratic Party, was an ideological arbitrator. Following the transition of the American people to more political rights, the party occupied the party for about 20 years since the end of the 1980s. They are represented by organizations such as New Democratic Party and New Democratic Party. In the presidential election, Massachusetts supported the Republican Party from 1916 to 1924 until 1912, 1950s, 1980s, and 1984. From 1988 to 2004, the state supported the Democratic presidential candidate. In the general election in 1972, Massachusetts State was the only province to provide election votes to Democratic candidate George McGovern. The Economic Analysis Department estimates that the total production in Massachusetts State in 2005 is $ 325 billion. The per capita income per capita in 2005 was 3rd, 43,402 dollars, after Connecticut and New Jersey. From 2004 to 2005, the country 's gross output increased by 2.6%, below the national average of 3.5%. The death penalty was a remarkable problem during the 1988 presidential election. It appeared in the debate between two presidential candidates George HW Bush and Michael Dukakis on 13th October 1988, and the moderator of discussion, Bernard Shaw, in Dukakis Governor, Murderer Dukakis replied, No, I think I know that I opposed the death penalty throughout my life, I have never seen it. President Bush elected Many people, including Dukakis himself, used this statement as their campaign, I think there is a better, more effective way to deal with violent crime. Beginning of the event

Business Resources Management Case Study Example | Topics and Well Written Essays - 1500 words

Business Resources Management - Case Study Example Analysis of the business it operates in HSBC has grown from a mere local banking facility to a leading world banker. It has been able to establish most of its braches in most places in the United Kingdom and other Asian countries. It is the first and the largest financial institutions in the whole of United Kingdom. It has also been ranked the second world largest banking and financial service institution. This has been based on the fact that the business has been able to roll out a well established network in the whole world which provides a variety of services to its clients. It offer financial services including mortgages, insurance facilities, saving accounts, credit cards, loans, investment and others, consumer finance including credit cards, consumer loans, motor vehicle financing, commercial banking which is mainly meant to serve small and medium size enterprises, corporate investment including markets and private banking, and other services which are provided in all its branches. This means that it has been able to satisfy the financial demands of its customers by offering a variety of services. (King, 1991) The banking sector is one of the most competitive sectors in the world. There are many providers of the services and the survival of any financial institution depends on the competitive advantage that an institution is able to create over its competitors. There are some key elements that determine how a financial institution is able to create a competitive advantage in the market. This is based on the level of confidence that customers can have on the financial institution regarding how the business operates. The financial strength is of crucial importance as it determines how the... This essay looks at HSBC Company and evaluate the Human resource management in the company. The organization opened its door to customer in 1865 trading under the name Hong Kong and Shanghai Banking Corporation Limited. Since its inception, the company has been able to grow and expand in all part of the world. It has been able to establish a sophisticated network of agencies and branches not only in Asia but also in the other European countries. Therefore the bank is not just a leading banking facility in Asia but it can be ranked as a world leader in banking. HSBC has grown from a mere local banking facility to a leading world banker. It has been able to establish most of its braches in most places in the United Kingdom and other Asian countries. For a company with a worldwide operation like HSBC, there can be no better option than taking a close-knit approach in the management of its workforce. The researcher states that there must be an effective way of dealing with the demands of such large workforce and therefore effective HRM policies become an indispensable tool. The company has been able to apply good human resource management in order to enhance competence of its workforce. However, the researcher concluds that there’s still much that the company has to do in order to integrate all the workers especially to deal with the problem of discrimination in the work place. This will be in line with its policy of recognizing that every individual makes an impact in the company.

Observational Essay -Time Square, New York Example | Topics and Well Written Essays - 750 words

Observational -Time Square, New York - Essay Example Most of the buildings are tall and seem to beckon to passers by. The streets are well tarmaced and clearly marked to make the follow of traffic as efficient as possible. The place is full of different types of businesses ranging from hotels, bars, peep shows, and supermarkets among others. The businesses and activities taking place in this area make it a fashionable tourist destination. This became evident as I could see many tourists waltzing in the area, and they kept coming in good numbers. My observation reveals that for its numerous attractions, the place attracts very huge numbers of tourists from different parts of the globe every day. I noticed a huge presence of uniformed police officers along the streets of Times Square. The officers patrol the place night and day to ensure that assure people’s security is secured. I noticed that Times Square hosts very many beautiful hotels some offering pocket friendly menus while others are extremely expensive. Some of the inexpensive hotels I happened to visit during my tour of the area include The Hotel at Times Square, The Portland Hotel at Times Square and the Comfort Inn Times Square Hotel. These hotels offer a variety of foods with some offering traditional and others exotic. The hotels I visited include the InterContinental Times Square, New York Times Square, and The Cooper Square. I discovered that since it is very expensive to have an accommodation in the three of these hotels, majority of those who eat or get an accommodation there are tourists and extremely rich nationals. Prostitution is also very high at Times Square, particularly male prostitution. Here, male prostitution appears to be a common entrepreneurial business, done in a very organized way. This is because it is openly done and is commonly referred to as ‘hustling’. The term ‘hustling’ is used since the young prostitutes use

Essay --

Arthrogryposis is a disorder in which a child is born with joint contractures; this means some of their joints may be stuck in one position (curved or crooked). Children born with this disorder may have thin, weak, stiff, or missing muscles around these joints. The most common cause of arthrogryposis is fetal akinesia which is where the baby doesn’t move around a lot in the womb during development. Extra tissue can form in the joints making movement more difficult for the child to move. The reasons that fetal akinesia can take place may be because the womb was abnormally shaped so there wasn’t enough room for the baby to move around, amniotic fluid may have leaked out of the womb, or the baby’s parts did not form normally such as joints, bones, and muscles. They have also found that in approximately one third of the children who have this disorder have been determined to be a genetic cause. Approximately one in three thousand children are born with this disorder and it does not progress over time. There does not appear to be any precedence as to sex or race and it is developed at conception. There are several types of Arthrogryposis which include Amyoplasia, Distal, Classic, and Syndromic. According to the Shriners hospitals for children, Amyoplasia is an overall lack of muscular development and growth with contracture, a loss of joint motion, and deformity of most joints. Babies with this type have dense fibrous tissue and fat instead of skeletal muscle. Distal affects several joints usually in the hands and feet, and range of motion may be slightly limited. Classic usually affects the hands, wrists, elbows, shoulders, hips, feet and knees with different degrees of severity. The most severe case can affect almost joint ... ...osture and weight bearing strength. In conclusion, children with arthrogryposis benefit from therapy; early intervention is important so they will not have further delays in performing tasks. Adaptive equipment can be provided to these patients so they can complete their ADLs and succeed in self-care skills. Having a supportive family is very important to these children. Children with this condition need a lot of encouragement and motivation from the people they love the most. If a family is not involved in their childs life it may cause other problems as well such as lacking emotional regulation skills or further delays in other skills from lack of opportunity. For these children to make progress, therapy should not only be worked on with the occupational therapist, but it should be carried over into the home too. Encouragement from loved ones is really the trick.

Advanced Organizational Behavior

Change can not be avoided because of the competition that is there today in the world of business. Businesses cannot survive without changing their strategies, products, policies, etc. according to the time and situation. However, changing anything about an organization requires a lot of planning.This is why it is necessary that a systemized method is followed when a change is being implemented as this decreases the chances of making faulty decisions. This paper aims to present a change model that I believe is ideal for every type of organization and will surely produce the positive outcomes of change.DiscussionA change model is a systemized process of implementing change in a business. Change is very crucial for every type of organization because this facilitates the organization into making better decisions.Therefore, we need a step-by-step process which leaves no room for errors or misjudgments in the entire sensitive process of implementing change. There is not a fixed ‘cha nge model’ since the nature of changes that take place also differ. This is the reason why different change models are use by organizations and they handle it differently.The change model developed in this paper consists of nine steps. This model has been selected as my change agent because this model takes into consideration each and every step of the change process from accepting the need for change to document the process and conclusions. It is very detailed and discusses every aspect of the change process which leaves a very low chance of making faulty judgments at any stage.The management and leadership can support the change model discussed by trusting the team selected for the change process with all necessary decision making. It could delegate the team members with maximum work. The input on the part of management could include ensuring that the team does not ignore any values of the organization in the entire change process by monitoring every step.The input on part of the employees and the staff which would support the change model involves them to be ready to accept the changes in operations that would be the result of the change process. It can be supportive during the entire change process by being less resistant to change and innovation. They must be motivated and must trust the process carried out by the change process team. The eight steps change model is as following.Accepting that there is a Need for ChangeThe first step to effectively implement a change is to always accept the fact that there is a need for change. This step involves creating awareness of the need for change among anyone and everyone related to the change that is occurring (Change Management Learning Center, 2008). This step helps build the energy needed to do something. It makes an organization realize the need to take action and motivates it to be strong.This strength and motivation is very necessary as change is a big step and every member of the organization must b e able to handle it. Usually various groups within an organization are not willing to accept change because this means switching from the everyday routine. This step also makes all those who are not willing to accept change ready for implementation of change.This step is the fuel needed to ignite the process of implementing change (Koberg and Bagnall, 2003). There is not much action involved in the step of accepting that there is a need for change. The organization must inform everyone related to this about the need to change and that something needs to be done about it. The organization at this point must ask itself what change is needed and why?Creating a Guiding CoalitionOnce the need for change has been accepted, the organization must move to the next step of creating a team that will guide the entire organization towards achieving this goal (Kotter, 1996).There must a team that is responsible for this as such a team would plan the process of change and ensure that the organizat ion is moving towards its goals and everything is going as it was planned initially. The organization must ensure that the people selected for the team are ideal for the situation.These people must be committed to the change process and must have the right skills necessary for the process. This team will develop the entire change process from planning to evaluation therefore whatever the team members decide will determine the fate of the company. The team members must have the skills to carry out this process in the most efficient and careful manner.Defining the NeedOnce the need for change has been realized within the organization and a team has been selected which be responsible for implementing the change within the organization, the need for change must be defined. This process is absolutely necessary because in order to effectively deal with a situation, one needs to have full knowledge about what exactly one is dealing with.Without knowing this, the team responsible for implem enting the change will never be able to approach the change with the most effective strategy. Consequently, the third step is defining the problem. This step involves identifying what needs to be change and why? It must also recognize what will be accomplished once the change is executed and everyone’s role in the entire process.Generating a Range of ApproachesThe next step involves coming up with a range of strategies that can be used to work out change. It is not sensible to concentrate on only one approach as this could lead to flawed judgments. The change process team must consider all the possible approaches before it decides on which one is the most effective as this will increase the probability of the team selecting the most effective strategy. In this step, a range of possible solutions must be generated and all of them will be considered.Selecting the Appropriate ApproachAfter all the approaches have been generated, each approach’s pros and cons will be evalu ated separately. This evaluation will help the organization prioritize the solutions according to their effectiveness. The organization will consider each one approach and will look into the cost benefit analysis of each one. It will consider how each approach will help them and what will be its drawbacks.Once this is done, whichever approach seems the most effective will be selected by the team. The criteria necessary for an approach to be appropriate largely depends on the situation, but generally, the approach must be practical, manageable, long term and of course relevant to the situation. The selected approach will then be applied to implement the change process.Implementing the ApproachThis step is the most important step in the entire problem solving process because this is actually where the change is implemented. The fact that implementing change is very sensitive has already been established and this is why this step of implementing the approach is very crucial.As a result , the change process team needs to be patient during this step which is applying the solution. A sensible approach to implementation could be to plan the approach in extensive detail before hand in order to avoid any kind of mess ups.Collecting Data Regarding the Implementation ResultThe next step is to collect data related to the implementation of the change approach. This data depends on the situation but in a case where the change was made in the marketing strategy, the data would be change in sales as a result of that change.Another example of data collected at this stage would be if the production process was changed, the data would be regarding the change in productivity as a result of the approach of the result used. This data will be used by the organization in the following steps.

Resigning Employees and Knowledge Outflow - 1452 Words

Company knowledge - Resigning employees possibly will take valuable knowledge about the company past history, current projects and future plans sometimes to the competitors. Customer service - Business is usually done with a company because of the relationship the client has with an employee of the company. When this employee leaves, this relationship is severed thus leading to potential client loss. Turnover results in more turnovers - When an employee leaves, the mood in the office changes. This effect is felt throughout the organization. The other employees are required to make up for the loss. This might lead to more employees leaving the organization. Regaining efficiency - A lot of time is waste in selecting a new employee and training to replace an old employee. Considerable amount of time is lost while the new employee might take some time to get used to his new job. Goodwill - When turnover rates are low, goodwill is maintained. While, when the retention levels are high there is a possibility of attracting better talent into FedEx. Why employees leave – Except money, there are many other needs of employees that need to be satisfied for them to stay longer in the organization. Some of the reasons why employees resign are: †¢ Unexpected responsibilities – Generally, employees have an idea of what they want their tasks to be. In a situation where the responsibility is totally different from their expectations, they will feels de-motivated and eventually tends to leaveShow MoreRelatedEssay about â€Å"Utah Symphony and Utah Opera: a Merger Proposal†14805 Words   |  60 Pagesoperates on a shoestring. It is not practical for the union to be seeking increased compensation for their members whose salaries are higher than that of other symphony members elsewhere. The long-term solution is for symphony leadership, board, and employees to convince funders that the organization requires essential and sustainable funding in order to deliver their annual programs. In the short-term, Anne Ewers need to ensure that the interests of merged organization are served by having knowledgeableRead MoreEsop in India11494 Words   |  46 Pages1.Introduction Equity is being issued to Whole Time Directors, Officers and Employees of the Company through different stock-based plans. These plans are being offered to employees of a company, with a right but not a obligation, to buy or opt i.e., option to buy or opt a fixed number of shares of the company at a stated price during a specified period, often at a discount from the market price at the date of grant. The options under a plan vests over a period to an employee subject to fulfillmentRead MoreAnnual Report Rolls-Royce78484 Words   |  314 Pages4706930. rolls-royce group plc’s registered office is 65 Buckingham gate, london, Sw1e 6AT. Cautionary statement regarding forward-looking statements This Annual report has been prepared for the members of the company only. The company, its directors, employees or agents do not accept or assume responsibility to any other person in connection with this document and any such FInAncIAl STATemenTS Contents listed on page 83 responsibility or liability is expressly disclaimed. This Annual report containsRead MoreDecision Making and Relevant Information11767 Words   |  48 Pagesoperating costs are irrelevant because their amounts are common to both alternatives. 2. The net difference would be unaffected. Any number may be substituted for the original $20,000 figure without changing the final answer. Of course, the net cash outflows under both alternatives would be high. The Auto Wash manager really blundered. However, keeping the old equipment will increase the cost of the blunder to the cumulative tune of $8,000 over the next four years. 3. Book value is irrelevant in decisionsRead MoreCost Accounting Chapter 1113675 Words   |  55 Pagesother costs are irrelevant because their amounts are common to both alternatives. 2. The net difference would be unaffected. Any number may be substituted for the original $20,000 figure without changing the final answer. Of course, the net cash outflows under both alternatives would be high. The Auto Wash manager really blundered. However, keeping the old equipment will increase the cost of the blunder to the cumulative tune of $8,000 over the next four years. 3. Book value is irrelevant in decisions

Change of Management at Briardene Care Home - Free Essay Example

Sample details Pages: 7 Words: 2241 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Research paper Did you like this example? Introduction This study aims to help the management, staff, service users and anyone directly or indirectly linked to Briardene Care Home understand a vast range of theoretical approaches or typologies that can be applied in the event of change of management at Briardene Care Home. It is written with the notion to help the management to design a strategic approach with tools to meet the needs of Briardene care Home in work force planning. It also aims at ensuring that Briardene Care Home maintains or increases its rating by meeting the required standards of delivery of nursing care as required by the Care Quality Commission (CQC). Don’t waste time! Our writers will create an original "Change of Management at Briardene Care Home" essay for you Create order Briardene Care Home Briardene Care Home is a privately owned nursing home belonging to the Executive Care Group. It is situated in Newbiggin on the western end of Newcastle Upon Tyne and has a maximum occupancy of 60 residences. Service users are normally people with dementia or elderly people needing nursing or residential care. It also accommodates people who need specialist care like those suffering from Alzheimer and most residences speak English apart from a few who are Polish. All rooms conform to the sizes required by the National care standards guidelines and at present employs 62 members of staff but number of staff employed normally varies as determined by the assessed needs of clients. Diagnosis There are several frameworks and theories which can be used as a tool for diagnosing business strategies but in this Study we shall focus on the Mckinsey 7s framework. Postma and Kok (1992) defines organisational diagnosis as a process of research into the organisations function in order to recommend ways in which it can improve. It is essential for organisations like Briardene care home to always consider their market position and constantly research their capabilities because of the way the health and social care industry is growing. Since the advent of the recession in 2008 a lot of companiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ specialising in Residential and Nursing care closed down and also new laws have were put into place to accommodate the higher life expectancy and revised retirement ages. This resulted in big and major companiesà ¢Ã¢â€š ¬Ã¢â€ž ¢ to merge and absorb small companies which could not cope with both the new laws and the harsh economic conditions. Briardene Care Home has evolve d with the moving times and has managed to position itself to face any competition within the harsh conditions under its operational existence in the Executive Care group. Mckinseyà ¢Ã¢â€š ¬Ã¢â€ž ¢s 7s Framework at Briardene Care Home. The McKinsey 7S Framework is a management model developed by well-known business consultants Waterman and Peters (who also developed the MBWAà ¢Ã¢â€š ¬Ã¢â‚¬  Management By Walking Around motif, and authored In Search of Excellence) in the 1980s.The model is most often used as a tool to assess and monitor changes in the internal situation of an organisation. The model is based on the theory that for an organisation to perform well, the above seven elements need to be aligned and mutually reinforcing. The above 7S model can be used to help identify what needs to be realigned to improve performance or to maintain alignment (and performance) during other types of change. The 7S model is a good framework to help you ask the right questions but it does not give you all the answers. For that youll need to bring together the right knowledge, skills and experience. The Mckinsey framework is the management tool designed to facilitate the process of strategy implementation within the co ntext of organisational change. Successful implementation of strategy requires management of the interrelationships between seven elements. 4.1Shared Values Briardene Nursing home has operated as a nursing care home for the past 20 years. From the time of its inception till to date it has evolved in a lot of ways in order to reduce its running and administrative costs whilst maintaining excellent standards and being able to meet customer needs. It has also evolved in line with technological changes and has also faced the harsh conditions of a Care market which has been stagnant in the past decade. In the past few years it has been restructured to cater into account the population needs of the country, the lower level of sponsorship and diminishing pensions and benefits for pensioners because of the rise in life expectancy and the increase they have managed maintaining high standards despite the changes in economic climate. Maslow motivation theory believed that individuals exp erience a range of needs and will be motivated to fulfil which ever need is most powerful, self-actualisation, esteem, belongingness and love, safety and physiological .(Maslow 1970 cited in Boddy1998). 4.2Systems: Briardene Care Home has formal processes and operational procedures in place to manage the day to day running of the home. Emphasis is always placed on policies and techniques that aim to improve employee morale and job satisfaction so as to increase the employee efficiency and reduce unrest, there is need to focus on productivity, efficiency and promoting understanding between employees and clients. Management and staff understand structural development in terms of growth of the care home and also in line with adjustments pertaining to development of premises and the work and stress which they are associated with. Although there are all these procedures and policies in place there is lack of measurement for operations for example lack of accountability and no measu re of productivity. 4.3Styles Organisational structure of Briardene is a functional structure, each group knowing its structured roles, responsibilities and having a team leader within the group who coordinates with the lead manager. Although this programme is ideal for Briardene problems normally arise. Functional approach can be efficient as people with common expertise work together sharing and seeing a professional career path. The major difficulty with this line of professionalism growth is that it may be a source of conflict (Nauta and Saunders, 2000) if the separate function develop different perceptions of the organisational goals and compete for posts. The structure of an organisation is described as à ¢Ã¢â€š ¬Ã‹Å"the sum total of ways in which it divides labour into distinct tasks and then achieves coordination among themà ¢Ã¢â€š ¬Ã¢â€ž ¢ (Mintzberg 1979 cited in Boddy1998). It means span of control at Briardene is narrow, meaning staff are closely supervised. It p rovides a framework for operational planning meaning increase in effectiveness. The manager at Briardene as the leader coordinates the day to day running of the home and is the single source of authority which suggests that the leadership style is of an authoritarian nature. Employees do not got have much influence on any changes to the Nursing home and are told what to do .Dundon and Rollinson (2011) argue that the authoritarian organisations often have poor communication skills there is less contact between employees and the top managers. Kotter(1998) suggests leadership has to be multiplied and shared if for change to be successful . 4.4Staff A performance driven culture has always been the hallmark of Briardeneà ¢Ã¢â€š ¬Ã¢â€ž ¢s atmosphere. The Management at the care home have a tendency of recruiting families or relatives of staff members. This has led to confusions on the delegation of duties and how employees may relate to each other at work because of family ties. The re is need to ensure that the line of delegation and how staff should treat each other is clarified and effected. Staff should understand the code of practise and should be able to do their jobs without any interference from other people. The work place should be kept exciting and staff should be encouraged to attend both in house training and external courses so that they can improve their work. New employees should be made to feel at home and the induction period should be extended to ensure that staff understands their jobs and that they gain the confidence which is necessary to get the best out of their potential. Briardene care home should educate its staff on the standards it expects from the employees and should also carry out regular feedbacks with clients and their families to ensure that their needs are met. In order to improve and negate above conditions the Management holds monthly staff meetings where staff are given the opportunity to raise issues of concern and areas where they want management to improve and make a safe and beneficial work environment in order to achieve set goals. 4.5Skills Briardene is an organisation in the social care industry which has structured policies and procedures in place that details staff roles, their responsibilities, their limitations and boundaries and clearly outlines as required by codes of practice set out in the Care Standard Act 2000. Management at Briardene makes sure all staff on commencement of employment are made aware of their responsibility. Briardene has a multi skilled team which contributes differently towards achieving the set goals. It relies on training and educating its employees to ensure that the Nursing home runs efficiently and functions properly. They also highlight that it is individualà ¢Ã¢â€š ¬Ã¢â€ž ¢s responsibility as professionals to maintain and develop as a practitioner throughout to ensure that they retain the capacity to practice safely, effectively and legally within the evolvi ng scope of practice. The Chartered institute for personnel and Development (CIPD) emphasises the individual responsibility professionals must take for their on-going development within their definition, à ¢Ã¢â€š ¬Ã‹Å"a combination of approaches, ideas and techniques that will help you manage you own learning and growthà ¢Ã¢â€š ¬Ã¢â€ž ¢ (CIPD, 2008). 4.6Strategy Briardene in their day to day running of the care home have adopted a range of organisation strategies while upholding standards despite the changes in economic climate. The strategies the care home has adopted provides management team at Briardene a framework for operational planning, thereby increasing organisational effectiveness and giving them clarity on the direction of organisational activities resulting in personal employee satisfaction and improve their understanding of the rapid changing environment in the Health care industry which they operate. Research has revealed that organisations that engage in strat egic management generally outperform those that do not. Wheelen and Hunger( 2005 ) states à ¢Ã¢â€š ¬Ã‹Å"an organisation will perform to a high standard when there is a matching correlation between the organisational environment and the strategy, structure and processes of that organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢. Strategy provides structure as to Briardene in the health care high standard when there is a matching correlation between the organisational environment and the strategy, structure and processes of that organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢. Strategy also provides structure the health care industry in terms of the consumer which is the clients and geographical sense. The following are the organisational strategies in place at Briardene 4.7Structure The organisational structure at Briardene is of functional structure its tall meaning showing that the span of control is narrow, meaning staff are closely supervised in tall structure there is poor communication between clients and t heir families and manager clients feedback gets to the manager through the employees meaning information can be distorted or misinterpreted. Management takes place within a structured organisational setting with prescribed roles. It is directed towards the achievement of aims and objectives through influencing the efforts of others. Classical theorist Taylor, Fayol was concerned with the structure and mechanics of the organisation while human relations understandably is concerned with the human factors like motivation, group motivation, leadership. Briardene Care home has adopted and applied well the Human relations management approach in the day to day running of the care home thus providing care services to the clients and their welfare. Organisation management is an à ¢Ã¢â€š ¬Ã…“advance in industrial and organisational psychology and in organisational behaviour, whose general meaning was that when people are being observed by researchers, they temporarily change their behaviou r or performanceà ¢Ã¢â€š ¬Ã‚  this became known as the à ¢Ã¢â€š ¬Ã‹Å"Hawthorne effectà ¢Ã¢â€š ¬Ã¢â€ž ¢ (Boddy,1998). Change in Management Model. We are living in the world where business as usual has evolved in a lot of ways. The harsh economic climates have forced a lot of changes. Companies have merged and companies have been taken over. Companies have been acquired and companies have also changed the way they operate in order to compete with other companies or to adjust to changing laws. Several factors such as new initiatives, project-based working, technology improvements and staying ahead of the competition to name but a few factors have necessitated change and the way companies work. Whether one is considering a small change to one or two processes, or a system wide change to an organisation, its common to feel uneasy and intimidated by the scale of the challenge. Because of the inevitable changing characteristics of the business environment, organisations need to find creative and adaptive ways to successfully manage change to maintain a strong business position in the Health and Social care industry. The decision t o adopt change is often to improve operation performance or reduce cost associated with doing business. Dawson (2009) explains that change is important to organisations as they help improve performance and productivity. However, it is also necessary to recognize that there are different types and levels in order to properly implement change. The duty of organisations is to identify the need for change, involve all affected stakeholders and manage such change effectively to keep the organisation dynamic. Andriopoulos and Dawson (2009) explain that organisational change is à ¢Ã¢â€š ¬Ã‹Å"new ways of organizing and workingà ¢Ã¢â€š ¬Ã¢â€ž ¢. They explain that change occur in two dimensions movement of state and scope of change. For the organisation to be able to effectively change its practices and communicate properly it should consider reducing its layers and become flat structured. This allows a few people to take control of the change process and to absorb elements that can be crit ical towards the whole process. 1