National Health Service Reorganization Essay Example

National Health Service Reorganization Essay Example National Health Service Reorganization Paper National Health Service Reorganization Paper This paper is worried about the significant changes, which have occurred in the National Health Service (NHS) following the NHS and Community Care Act 1990. Any UK government is confronted with a not insignificant rundown of medical problems, this rundown would incorporate full scale addresses, for example, the relationship of the National Health Service (NHS) to more extensive arrangements which may influence the soundness of the populace and how to back and staff wellbeing administrations. The NHS has experienced numerous phases of improvement in the only remaining century, anyway the 1990 demonstration presented the most extreme bookkeeping control framework since the introduction of the NHS. Much bookkeeping research has been created on this point and this paper will unite a portion of their discoveries. By the late 1980’s general administration in the NHS was in full power, and desires for ‘management discipline’ were high, anyway there were a progression of repetitive emergency. These emergencies were especially clear in the medical clinic benefits and were brought about by a mix of shortage of perfect assets and an endless interest for social insurance. Through a key perspective on activities in 1989, two audits were drawn up by the branch of wellbeing, ‘working for patients’ and ‘caring for people’ (DoH, 1989a, 1989b), and these framed the premise of the NHS and Community Care Act 1990. The fundamental focal point of the effect was the idea of the inside market. This basically included the partition of two of the principle elements of the NHS, buying and giving. Buying is characterized as the purchasing of wellbeing administrations to fulfill nearby needs and giving, is characterized as the everyday business of conveying that care. The buying organizations are given a spending which mirrors their characterized populace, from which they should distinguish wellbeing needs, plan approaches to fulfill them while guaranteeing the nature of the administration. At the point when the buyer recognizes their necessities, they produce an agreement with the suppliers, who thusly receipt the buyer for the materials and administrations gave. This delineates the ‘Quasi-market’ in activity, a Quasi-advertise being a market which appears to exist however doesn’t truly. Flynn (1993) depicted the interior markets in the NHS as a system to coordinate flexibly with request, and permit emergency clinics to contend on cost and quality to draw in patients. This new philosophy of administration of the NHS has changed drastically, particularly through the Thatcher organization. Harrison (1997) depicts how there are three different ways of co-ordinating the exercises of a variety association, through business sectors, factions and orders. Groups and orders depend on utilizing the procedure of co-activity to deliver an arranged arrangement of results. The noteworthy NHS was manufactured especially around them; a blend of administration and expert culture; named as ‘professional bureaucracy’ by Pugh and Hichson (1976). The new NHS is currently reflected as having a market orientated association. The changed NHS was set up on first April 1991. On that day the interior market got operational, it’s primary highlights were, that there is a fixed degree of ‘demand’ whose all out is dictated by NHS subsidizing, exchanging happens among countless purchasers and merchants, and there is rivalry among providers. In this market it ought not out of the ordinary that chiefs react with value, quality and marking as weapons of serious conduct (Flynn 1993). Llewellyn (1993) depicted the presentation of a ‘internal’ or ‘Quasi-market’ in wellbeing and social consideration, as a response to and was for all intents and purposes empowered, by a growing populace. Her exploration that saw two variables, which constrained change in the NHS, segment patterns and mechanical headway. The main factor concentrated on the developing issue confronting country states in the created world is that of a maturing populace and consequently a more noteworthy reliance on the NHS in future years. Somewhere in the range of 1961 and 1990 the level of the UK populace more than sixty five expanded by 33% and the numbers matured eighty five and over, dramatically increased (Population Trends 1992). The subsequent factor took a gander at the propelling innovation of clinical consideration over the created world, which offered another scope of clinical administrations and methods. These advances anyway caused a hazardous heightening in the flexibly and interest for clinical treatment, and in this manner absolute expense of that treatment to the buyer. The fundamental method of reasoning of her paper, was the means by which the presentation of a market into medicinal services makes a foreseen boost rivalry and consequently consistent improvement in asset designation and cost the executives. Hood (1994) recognized two points of the administration in office as respect to the open area, first the craving to reduce or dispense with contrasts between methods of private and open segment association. Furthermore, the goal of applying more power over the activities of open area experts. Nonetheless, to talk about the main point it is essential to understand that there is a basic distinction between building up a client direction in the private segment and a client direction framework in the open administrations (Flynn 1993). Private area issues will in general be in endeavors to advertise their items or administrations to the customer, for the most part in rivalry with different firms. Though, open area issues will in general be attempting to stop an excessive number of individuals utilizing their administrations, rather than pulling in them. In this manner, this delivers an essential issue in the attempting to take out these viewpoints. A few issues caused the administration want not exclusively to control, yet in addition to make asset utilization progressively productive. Right off the bat the developing open division issues must be tended to, and the reception of increasingly responsible frameworks appeared to be an ideal arrangement. There was likewise the longing not exclusively to have the option to control yet in addition decrease open consumption. At last, political guarantees were made to diminish the portion of open use in National Income, to reduce the scope of capacities being performed by government, while additionally looking to improve, support and invigorate the business perspectives and practices important to re-dispatch Britain as a fruitful entrepreneur economy, this was a preservationist disposition. The legislature along these lines advanced the view that responsible administration changes are required for the open area to be increasingly responsible to the individuals who get, pay for or screen open administrations; to offer types of assistance in a progressively compelling, effective and freely dependable style (Humphrey 1991). The development of an interior market for wellbeing administrations unavoidably brought about the rise of different bookkeeping strategies, their motivation was to go about as an upgrade to guarantee effective designation of assets and to limit costs. The expanding rivalry got from this market made a requirement for the board control frameworks. Hood (1994) ordered global responsible administration as having up to seven measurements, for government execution of a framework in the open division. In the first place, that it looked for a more noteworthy disaggregation of open division associations, besides, it would be scanning for a more grounded serious utilization of private part the executives procedures. Thirdly, a heavier accentuation on proficiency of asset use, fourthly, changes in responsibility the executives. Fifthly a more clear determination of information/yield connections, sixthly, a more noteworthy utilization of quantifiable execution guidelines and targets, lastly, the utilization of ‘hands on’ the executives of staff in charge. These classifications identify with Hood’s (1994) two points, talked about beforehand, with the initial three measurements identifying with his first point of taking out contrasts of open and private part associations. The four are outfitted towards the second point of control. Hood’s research depended on a similar investigation of cross-national experience of responsible administration changes. Seemingly the perspectives on the reception of the executives control frameworks in the open segment relies upon our situation in the public eye. As our general public is increasingly centered around business sectors, seriousness and productivity, almost certainly, bookkeeping procedures will assume a significant job, be that as it may, the significance of keeping the government assistance of our general public ought to be most importantly. After all the objectives of open segment associations ought to vary from those in the private division (e. g. they ought not be benefit maximisers). The target of the NHS as an association stays unaltered since the changes, as far as making sure about an improvement in the condition of the wellbeing of the populace. Notwithstanding, it is currently confronted with the situation, that the methods for accomplishing this more prominent improvement has been surfaced with budgetary contemplations (Mellett 1998). One of the outcomes of the changes did on the NHS, after the NHS and Community Care Act 1990, is that at the degree of medicinal services conveyance, it has been divided into more than 500 separate trusts. Every one of these trusts is an unmistakably characterized independent unit which has a commitment to screen execution regarding both fund and patient consideration action (Clatworthy et al 1997). This was the legislatures favored method of association and it gets widespread alongside the related bookkeeping system (Mellet 1998). Mellett (1998), took a gander at how the reexamined bookkeeping framework worked inside trusts, and found that their methods incorporated an arrangement of capital bookkeeping; it’s objective was to expand the attention to wellbeing administration administrators of the expense of capital and the motivation to utilize that capital proficiently. In any case, bringing another control framework into an association, and furthermore the reality the supervisory crew are probably not going to have involvement with it’s application, could

Particular sectors of the population Essay

Theoretical The purpose of this paper is to enable the peruser to get a handle on the various parts of human character development with respect to ones race as well as ethnicity. This is a theme that is inconceivably imperative to all races of individuals paying little mind to monetary class or whatever else is apparently progressively significant. It is very difficult to go all through existence without shaping a thought of what your identity is or where you have come whether you want to make it a piece of your every day life, have no way out or recognize it when it is advantageous; without that information I think that its hard to completely benefit as much as possible from life. Through the readings from the semester and class conversations I have arrived at the resolution that White ethnics decide to either affirm their ethnicities thickly or daintily, or they decided to consolidate it into their lives emblematically. Blacks on the opposite side of the range need decision in their racial character on the grounds that their race is noticeable thus it is relegated to them. Asians have both the capacity to decide to state their particular ethnicities yet they are racially doled out. The issue with racial and ethnic development is that it is conceived of social development what others accept of your race to be valid. This can make the character development process considerably more troublesome relying on your racial or ethnic foundation. In any case, I see this as a significant piece of the character development venture. What number of cares one loses when one chooses not to be something however to be somebody. These words were expressed by the notorious French style fashioner, Gabrielle â€Å"Coco† Chanel. In America today, these words couldn't ring more genuine in the subject of personality. â€Å"Who am I? †, â€Å"Where do I originate from? † All inquiries of self reflection which without a doubt every individual asks themselves consistently. These inquiries are not intricate in structure however hold a lot of weight to them and contain endless answers. White ethnics face the choice of whether to incorporate their ethnicities into their personality development; their racial intangibility gives them the decision to distinguish. Racial minorities self characterize uniquely in contrast to those of the white larger part there regularly is no decision. There are a wide range of aspects of character development that make the fluctuating recipes with which Black Americans must make their racial personality. The conspicuous perceivability of race for Blacks makes a considerable lot of the challenges that they face in the United States shifting from the summed up generalizations, passage into the pined for white collar class of America. These are a portion of the variables that decide if a positive Black personality is being shaped. Finally, Asian Americans, have ended up in that peculiar center ground of personality development; their battle isn't actually similar to that of Black Americans yet they are likewise not handily acknowledged like the prevailing white gathering. The one of a kind factors that help Asian Americans shape their character are similar ones that make it hard for others outside of their race to characterize them. It is with this irregular mix that Asian Americans have been given the advantageous capacity to decide to attest their particular ethnicities and to acclimatize like white ethnics while as yet feeling the impacts of racial imperative and having their race doled out to them like Black Americans. White Ethnic Identity Construction Today we take a gander at the potential ways the white racial gathering characterize themselves; how they appear to others of their equivalent race just as to non-whites and the effect of American cultural desires on oneself, eventually making a representation of how white ethnics build their ethnic personality all through the ages and the development of ethnic incentive after some time. It is very basic to hear an individual state â€Å"I don’t care what individuals consider me† or â€Å"Their sentiment doesn’t matter,† despite the fact that that might be their manner of thinking, much to their dismay that it is the collaboration with other people that helps structure each person’s feeling of self and that each person’s assessment of you matters a lot. â€Å"Identity can't exist separated from a group†¦Ã¢â‚¬  (Gans, 1991, p. 430). Every individual skips their character off of others and it is from their responses to us that we base our personalities on. This thought is called â€Å"The Looking Glass Self† created by Charles Cooley. Cooley contends that each time we connect with someone else, we see ourselves in a mirror that they hold up to us and our appearance shape our feeling of self (Butler-Sweet, 2011, Sep. 20). Basically our self definitions depend on how others see us. We can't get away from it, the general public that we live in depends on cooperation with others and people, commonly are visual; we judge first by what we see. This is the reason race is the characterizing factor in American culture however for the most part for non-whites. The white race in America is rule, in any case, it isn't overwhelm a direct result of the race itself but since of the way of life that was shaped from it. This thought of â€Å"whiteness† comes from European goals where generally white ethnics had the most instruction and were Christians restricted to the non-Christians who were additionally not white. At the point when Europeans approached America they carried these beliefs with them and utilized them as an establishment for the new culture they were making that put enormous accentuation on chapel, family, and amassing riches and with that economic wellbeing (Zack, 1998, p. 61). These beliefs were the establishment of American culture and since this culture was made by whites, American got interchangeable with white, white turned into the standard and along these lines straightforward. In the event that you are white in America it is exceptionally impossible that you will see your race consistently except if you are put in a circumstance where you are encircled by non-whites and constrained into mindfulness. It is a distinct bit of leeway to have your race be undetectable to everybody; when you are acclimated with seeing something, you don't consider it. That being stated, as per the â€Å"Looking Glass Self†, barely anybody, white or non-white will mirror a white person’s whiteness to them. Having race seen as inconsequential in a white individual’s character. Due confer, to the decreased significance of race to white personality development, ethnicity among white ethnics is a decision. White ethnics can choose if they need their ethnicity to be a piece of what shapes their personality and on the off chance that they do decided to declare an ethnicity they picked by and by on the off chance that they need to attest it thickly or meagerly. Experiencing childhood in Connecticut, I realize that there isn't as wide an assortment of ethnicities as there could be among white ethnics yet in a couple of the less rural territories in Connecticut, in particular New Britain, certain white ethnics decide to thickly affirm their ethnicity. In New Britain there is an enormous populace of Polish white ethnics; they communicate in the language and have ethnic markets and eateries. They decide to join their ethnicity into their regular day to day existences and partner with those of that equivalent ethnicity. On the other side, in my rural old neighborhood of Farmington, Connecticut, there were an average measure of Polish individuals who went to my secondary school be that as it may, most decide to daintily affirm their ethnicity generally by possibly guaranteeing their ethnicity when it came to soccer or eating shine food during the special seasons. The significance of ethnicity to white ethnics is frequently declared meagerly if by any stretch of the imagination. The measure of accentuation set on the estimation of ethnic character among whites isn't equivalent to it has been in times past; the accentuation has now been set on American culture and what is viewed as important. On the off chance that white ethnics decide to remember their ethnicity for their personality today, it would in all probability be image of what used to be. At the point when Europeans previously came to America from whichever nation, their unique ethnic foundation was everything. The language, food, customs, attire and music was a steady impact on their regular day to day existences as original Americans. Network connections to individuals of your equivalent ethnicity were amazingly significant as it was an augmentation of your close family. Being the â€Å"new kids on the block† in a manner of speaking, was what kept these ethnic networks closely knit notwithstanding, every age after started to gradually move in an opposite direction from those unique binds and began to acclimatize into the overwhelm American culture. The cultural assimilation process begins in second era white ethnics where unique ethnic customs that they grew up with become not as significant in light of the fact that currently, fitting in to the overwhelm culture is the best approach to advance. The third era white ethnic, has completely acclimatized into American culture and has little enthusiasm for their ethnicity in light of the fact that at this point they have made sense of that in being a white ethnic, they fit into the overwhelm culture and ethnicity isn't important. It may not really be a prevention to their monetary, scholarly or social achievement, yet it additionally isn't a piece of them that they feel should be affirmed; it is now, that ethnic imagery starts to appear (Gans, 1991, p. 430). Through intermarriage and cultural assimilation, third era white ethnics and past regularly think minimal about their ethnicity or at this point ethnicities. Here and there are such huge numbers of ethnicities to look over, from either parent that a white ethnic will just select the generalizations of a specific ethnicity in their hereditary arms stockpile that they believe they can distinguish most with as a method of feeling ethnic of their ethnic character. Physical characteristics are regularly utilized as the marker for which ethnicity a white ethnic will decided to relate to; perhaps the dearest companion is Luxembourgian, German, Scandinavian, Swedish, Norwegian, and Scottish. Notwithstanding the way that her last name itself is German, she decides to relate her light complexion, light hair and blue eyes wi

Ezekiel’s Prophecy of the Temple Essay

Ezekiel 40-48 Presentation The Temple  â â â â â â â â â â The prediction of the sanctuary should be deciphered truly and not metaphorically. This is on the grounds that it was given when Ezekiel was still in imprisonment. Since Ezekiel was in imprisonment while expressing this prediction, this time was exacting and not non-literal. Also, Ezekiel’s whole-world destroying predictions will in general have close likenesses with predictions found in the disclosures, which is another proposal that the prescience is more exacting than metaphorical. In Ezekiel 40-42, Ezekiel portrays a sanctuary that will be developed and would be utilized for adoring for the Israelites as well as the whole world. Since the sanctuary being portrayed has never been developed, it becomes clear that the prescience is yet to be satisfied.  â â â â â â â â â â In early sections of Ezekiel 40, the prophet talks of being taken to Jerusalem in a dream. It is in this vision that he is indicated another sanctuary. The motivation behind why the prescience is more exacting than non-literal is on the grounds that most predictions are liberal. For example, a similar way God indicated Ezekiel a genuine sanctuary, a comparative sanctuary was appeared to David, which was later on to be worked by Solomon in Jerusalem when he was top dog. Consequently, as I would like to think, the sanctuary that God demonstrated Ezekiel will likewise be worked in Jerusalem.  â â â â â â â â â â The other motivation behind why Ezekiel’s prediction was more strict than metaphorical is because of the subtleties shrouded in the sections. Estimations of the sanctuary dividers just as yards and passages cause the vision to show up progressively exacting. Despite the fact that this vision is yet to be satisfied, the bookâ of disclosures expresses that there will be no sanctuary built in the New Jerusalem since it is God and the sheep that will speak to the sanctuary. Because of this disclosure, it is apparent that the prediction is exacting since no sanctuary will be developed. Creature Sacrifices  â â â â â â â â â â In Ezekiel 44-46, Ezekiel discusses penances that will be offered in the new sanctuary. This prediction is likewise strict since it is hard to accept that penances will appear again later on. As I would like to think, this prediction is strict since rather than penances, the vision portrays commemoration penances like those that happened during the principal happening to Jesus Christ, for example, the last dinner. During the last dinner, Jesus requested that his supporters use bread and wine in his recognition. This suggested God lean towards this type of remembrance as opposed to the normal penance.  â â â â â â â â â â In my conclusion, the penance imagined in the sanctuary by Ezekiel is more exacting than emblematic since it speaks to the nearness of Jesus as opposed to the strict creature penance. Through this, it is apparent that the sanctuary imagined by Ezekiel will be satisfied by Jesus’ second coming. In Ezekiel 45-46, he discusses a sovereign who will do his jobs with equity and uprightness. For example, with regards to burden, this ruler will guarantee that he takes just what one can bear, this is comparable to one’s monetary capacity. Because of this disclosure, it becomes obvious that the prediction should be comprehended as strict and not allegorical. References La Sor, William Sanford, David Allan Hubbard, Frederic William Bush, and Leslie C. Allen. Old Testament Survey: The Message, Form and Background of the Old Testament. Great Rapids, Mich: W.B. Eerdmans, 1996. Value, Randall. â€Å"Ezekiel’s Prophecy of the Temple.† World of the Bible. n.d. Accessible at http://www.worldofthebible.com/Bible%20Studies/Ezekiel%27s%20Prophecy%20of%20the%20Temple.pdf â€Å"Reflections on the First Testament.† 2009. Accessible at http://garyeyates.blogspot.com/2009/12/sanctuary in-new-confirmation html. Source record

How to Write the Admission Essay

How to Write the Admission Essay Considering the fact that the admission essay may be a determining factor on a college application, it is worth the time to learn how to do it right. After all, you don’t want to spend all your time putting together a great application and fail on the essay. Here are a few things to writing an admission essay. Read through the specific requirements of the school Different schools have different requirements for the admission essay. Before you begin, read through the specific requirements of the school and make sure you understand them. If there is a question to be answered, you want to make sure you fully answer it. This article is a part of Admission Essay Guide Want more essay writing advice? Read Admission Essays eBook by Edusson.com! Brainstorming It’s important to take your time when deciding what to write about for your essay. Take at least one to two weeks to brainstorm for essay ideas. Following your brainstorming session, you’ll probably find a subject that you had not considered. Remember that brainstorming is a development of ideas, so don’t rule out any during this stage. Below are some questions you can ask yourself during this brainstorming session. First, what are some of your major accomplishments? Keep in mind, some of the best answers to this question aren’t necessarily accomplishments for which you have been recognized. Why do you consider a certain accomplishment an accomplishment? Do you have any skill, quality or attribute that distinguishes you from others, and how did you develop this attribute? Are there any works of art, movies or books that have influenced your life in a particularly meaningful way? Looking back on your life, what has been a particularly difficult time and how did your perspective on life change because of it? Have you struggled with something and eventually succeeded? What do you think made you successful? On the flip side, have you ever struggled for something and ultimately failed? What was your response to this failure? If you had a choice to do anything in the world, what would you be doing and why? If you had a choice to spend time with anyone alive or dead, who would you choose? Have you ever experienced an epiphany? What helped open your eyes to something you were overlooking before? What do you believe is your strongest personality trait? Do you adhere to a specific personality or maintain strong beliefs? How would others, such as your friends, describe you? Have you done anything outside the classroom that demonstrates qualities that are often sought after by universities? Which one of these qualities is the most important to you? What do you think are the most important community or extracurricular activities and why did you choose to join these activities? Why did you continue to contribute to these activities? What are your dreams and future plans? If you were to look back in your life in thirty years, what do you think it would take to consider your life as successful? What are accomplishments important to you, and how does this university fit in with your plans for the future? Lastly, how will attending your chosen university help you meet your goals? How will an education help to meet your needs and help you lead a fulfilling life? If asking yourself the above questions do not give you enough cohesive ideas, you can ask for help from friends, parents, and colleagues. They can provide you with information such as your top five personality traits. After they have provided you with a list, ask them why they chose those personality traits. As you discover an image of your personality, start to ponder life experiences that can illustrate these particular traits. Another brainstorming point is to consider your childhood. What events in your childhood inspired the life and interests that you have today? These are important to consider as they are often defining points of your life. Brainstorming can also include a session of reading sample admissions essays. Do an online search to find websites that include archives of free admissions essays such as this site.

Security And Confidentiality Of The Information - 1428 Words

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The Benefits Of Art Therapy . Introduction. According To

The Benefits of Art Therapy Introduction According to Gale Encyclopedia of Alternative Medicine, art therapy, sometimes called expressive art or art psychology, encourages self-discovery and emotional growth. It is a two part process, involving both the creation of art and the discovery of its meaning. Rooted in Freud and Jung s theories of the subconscious and unconscious, art therapy is based on the assumption that visual symbols and images are the most accessible and natural form of communication to the human experience. Patients are encouraged to visualize, and then create, the thoughts and emotions that they cannot talk about. The resulting artwork is then reviewed and its meaning interpreted by the patient. The analysis of†¦show more content†¦Using this type of therapy for the mentally ill patients can potentially reduce the stigma. Because of this therapy form, sometimes people are less likely to need drugs or such a high dose. Without medication, people might be more inclined to accept the fact that they have a mental illness and seek treatment. According to Helen Dawson, Our nation seems like it’s always in the grips of a stress epidemic. Stress and anxiety are disorders that affect more people than ever before, with research suggesting that work related stress costs the American economy $300 billion each year as a result of related health care costs and missed days at work. According to 76% of those individuals suffering from stress, money and work are the leading causes of the condition. Workplace stress can have a myriad of adverse effects. It can lead to physical and psychological systems (with one in ten strokes being attributed to stress) and, at its worse, workplace stress can even result in alcohol or substance abuse in a bid to drown out the tension of the experience. However art therapy can be massively beneficial in helping to deal with workplace stress and process the emotions involved. 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Reframing Resistance to Organizational Change †MyAssignmenthelp

Question: Discuss about the Reframing Resistance to Organizational Change. Answer: Introduction: As highlighted earlier in the introduction part of this study, many change attempts have been reported to have failed. The reasons for this are because the change was or resisted in many organizations. From the research works of Anderson, Hardy, and Thomas, we find that change in an organization entails establishing new understandings, practices, and relationships which may not be welcomed or supported if the change does not support the interest of the majority. Therefore they highlight some of the common reasons why people resist change in organizations or in other aspects of life are due to; loss of status or job security in the organization (Thomas et al., 2011). For instance, employees, peers or even managers will resist administrative and technological change which may render their status or their job roles insecure. Another reason for resisting organizational change is the non-reinforcing rewards systems in organizations and therefore organizations should strive to ensure that their reward systems support the change that they want to implement in the organization. Change is also resisted in organizations due to surprise or the fear of the unknown. According to Anderson (2011) when change agents bring about changes whether administrative or technological for instance in an organization, the change recipients usually have great fears of the unknown and therefore this calls for managers or changes agents to get their organizations prepared for change through establishing effective communication mechanisms for communicating change before it is implemented. Organizational politics also bring about resistance to change as a result of the creation of organizational groupings supporting certain ideologies and resisting others (Ng Choi Rashad, 2015). Lastly, organizational change is resisted due to poor timing to implement the change initiative in the organization. As discussed above organizations through their managers should ensure that their organizations, as well as their stakeholders, are prepared enough to embrace change. Poor timing has greatly contributed to increased resistance to change as research provides that most changes implemented without proper timing have always failed and therefore causing a lot of resistance which is not properly timed. Managers of different organizations, therefore, are of the view that change is naturally resisted by people and that change in its course is not the problem but the resistance to change. They, therefore, feel that resistance to change can be avoided in organizations with effective change management initiatives (Thomas Hardy, 2011). This can, therefore, be achieved through promoting a culture of trust, transparency in communication, a culture of employee engagement and creating positive interpersonal relationships which will reduce resistance to change. The first question is well answered. Different theoretical ontologies have been used to evaluate resistance to change in organizations and their effectiveness in enhancing change management. However, the most common concepts that we focus on is the scientific objectivism ontology to resistance as well as the subjectivism or social constructionism ontology to change management. Social construction ontology suggests and supports the idea that people can indeed be change agents (Burr, 1995) which promotes the fact that change is brought about by human activity. However, this concept of social constructionism also accepts that there is always an objective reality behind any change engagement which brings about the concept of objectivism as another important ontology in understanding change management (Burr, 2003). Scientific Objectivism approach This approach is also referred to as positivism approach and portrays an organizational position that social entities exist , external to social actors and concerned with existence. This means that the approach argues that social phenomena have an existence that is independent of social actors (Jabri, 2012). The approach is based on the findings from organizational data collected and analyzed. The results from such data is termed as scientifically true however in most case the symptoms that lead to such results have different interpretations. Therefore, when implementing change in an organization, the managers usually use an established scientific approach that is aimed at attaining certain outcome irrespective of the social factors from the employees in the organization. This approach or method can be used to assess staff competence and capability without taking into considerations the organizational efforts to empower employees with relevant skills. Results from this assessment are then used to make comparisons with the organization future requirements or even to plan for employees development programs without involving the inputs of employees on various social factors. This ontology does not support effective change management in an organization as it does not support a lasting relationship between change agents and the change recipients. This ontology or approach portrays a concept of social phenomena such as organizational change as created from perceptions and consequent actions of those social actors. It therefore takes into considerations the causal effects and all other social factors influencing change in an organization. Social constructionism lies under the premises of dialogue and appreciative inquiry and therefore during change implementation in an organization this approach takes into consideration the views of all stakeholders (Jabri, 2012). It argues that the reality of a social phenomenon is understood differently according to our social experience. It therefore provides an effective way of change management in an organization. This approach lays more emphasis on discovering and valuing the things which give organization vitality and identifying the future. The managers then design a dialogue through creating proposals for change, discussing them with stakeholders and enhancing readiness to adapt to the changes through capacity building (Jabri, 2012). Social constructionism therefore supports the idea that people can be change agents within an organization through human agency and this provides an effective mechanism of implementing change in an organization (Shore Kupferberg, 2014). This ontology therefore contributes to both positivism in achieving organizational goals as well as taking into consideration the social actors contributing or influencing change. It therefore helps to minimize change resistance. Ontology can be applied in change process to minimize resistance and overcoming situations that might arise. Managers might apply ontology directly to gain results in cases of change or reducing negat ive impacts that might arise. Critically examine the relationship between power and resistance, and the ethical issues that these raise in relation to the managerial and resistant positions. These scholars have also examined the relationship of power and resistance and it is evident in the modern society or in modern organizations resistance to change has ignored the theoretical concept of power and therefore in most case, the privileges of change agents have been taken for granted. Power has been used severally in organizations to mobilize certain outcomes or to bring about change. However, it has been equally used to resist change in any organization. Therefore power and resistance may seem to operate together in most case; there are no relations of power in an organization without resistance (Fleming, 2007). Yes well done The two approaches to resistance to change as well the relations of power and resistance raises a number of ethical issues and challenges in relation to managerial and resistant positions. Both approaches have been found to maintain a clear distinction between the change agent and change recipient in understanding change resistance but have been found to privilege the change agent (Erkama, 2010). There are two approaches one is scientific objectivism and other is subjectivism to change management procedure. In every organisation, process of change is always resisted by its employees. Managers are known to exert power while controlling and coordinating between various organisational objectives. Managers have power, can be change agents from social constructivism. It allows them to extend their capabilities in order that employees can provide productivity. While change becomes an inevitable process across all organisations and can due to need of resource allocation, business processes, budget and other factors. In order to bring about change, varying perspective of the nature of change within organisational environment has to be brought about(DCruz, 2007). With change agents being either internal or external in nature, Power will always play a part. Power is the authority or influence on others, as in this case employees. Manager or change agent within the organisation might exert legitimate power, from their position within organisational hierarchy. Greater the power a manager holds greater will be the resistance to change. In case a manager has great deal of power and is in direct communication with the organisational heads he might be able to dictate terms his own way and employees might will resist(Holland, 2010). According to concept of scientific objectivism, staffs are expected to coordinate with managers in change processes. In such a case, resistance to change is bound to be less as employees will have access to manager who is exerting power. Employees are generally resistant to change in every form, therefore at lower hierarchy levels ethical behaviours can easily be promoted(Antonsen, 2009). Ethical behaviours can be prompted in such cases in managers whereby they can motivate personnel towards change management processes. In case of ethical change processes, there is a gradual transformation that is adopted. Employees are made aware regarding expectations that they might have from the change processes. Impacts the change process will have on their jobs and pay-bands can also be explained. Therefore, there is a gradual transformation through a series of process as has been suggested by a number of scholars and researchers in the domain. Ethical change process is able to impact the organ isation in a positive manner by creating a positive impact on employees. In case of community approaches, manager have to consider the responsibility of organization towards the stakeholders rather than purely a stakeholders view that should be tolerable and respectable (Winstanley,1996). Likewise, at the time of taking strategies manager should not be extreme disparities of benefit with these group as these group have great impact on organization. Critically discuss the implications of power and resistance for the role of the change agent in ethically managing change, in both the dialogical and problem-centric approaches to change management Power and resistance have been discussed to work together or to exist in the same web of relationships (Bushe Marshak, 2014). Works of Jabri (2012) is able to contextualize problem-centric and logical positivism. While logical positivism incorporates open system model that gather data for replicating science. Outcomes of diagnostic models can be multifarious in nature. While problem centric approach is focused on consciously identifying causes and symptoms by systematically collecting data. In such social construct or organisational open system, change agent or manager communicates regarding all aspects of change. On the other hand, diagnostic methods aims at designing and implementation intervention for arriving at solutions of problems. Efficiency and effectiveness can be enhanced by this mechanism. Implications of power and resistance for role of change agent is critical and essential for the management of change. Implications of change are immense especially on employees. While there remains several implications that needs to be evaluated, resistance to change remains one of the most critical factors. A change agents role focuses on overcoming these resistance to change by use of power in an appropriate manner(Young, 2009). While various organisations promote use of unethical means in adopting change, it is essential that ethical change management be promoted. In order to ethically manage the process of change, change agents needs to promote dialogical talks between employees, management and himself such as to provide smooth transition. No amounts of change management can be smooth, hence its best to approach it in a problem-centric manner. Focusing on the problem will ensure that root of the problem is analysed and solution is arrived at. Ethical change or transformation proc esses includes proper hand-holding of employees through the entire process of change or transformation. With proper communication by the change agent to the employees regarding all aspects of change, they are taken through the process(Fleming, 2008). Employees are trained, counseling is given, any other problems faced by the employee is diagnosed and then analysed to arrive at a recommendation that can be implemented. A problem resolving technique to the process of change is adopted and then change management processes are implemented. A sudden change management process without the implication of processes can lead to failure of the change agent. In every case dialogue should be encouraged to ensure that there are no miscommunications regarding the change and it is handled in an appropriate manner. Dialogue instills a spirit of confidence amongst employees. They feel motivated being a part of the change management process. Hence, they are easily able to accommodate themselves to the entire process of change management. These are the various implications to change management processes t hat provides success to the entire organisation. In this question you need to be more specific about what the two different approaches of Problem centric and Dialogic is and also be more specific about the different roles of the Change agent in both. Have a look at the two chapters in Jabri and also the chapter on Change agent. Reference Lists Anderson, A. (2011). Engaging resistance: How ordinary people successfully champion change. Stanford University Press. Antonsen, S. (2009). Safety culture and the issue of power. Safety Science, 183-191. Burr, V. (2003). Social Constructionism (2nd Ed). London: Routledge Bushe, G. R. (2014). The dialogic mindset in organization development. In Research in organizational change and development. Emerald Group Publishing Limited, 55-97. DCruz, H. G. (2007). Reflexivity, its meanings and relevance for social work: A critical review of the literature. The British Journal of Social Work, 73-90. Erkama, N. (2010). Power and resistance in a multinational organization: Discursive struggles over organizational restructuring. . Scandinavian Journal of Management, 151-165. Fleming, P. . (2008). Beyond power and resistance: New approaches to organizational politics. Management Communication Quarterly, 301-309. Fleming, P. (2007). Sexuality, power and resistance in the workplace. Organization Studies, 239-256. Holland, S. R. (2010). Power, agency and participatory agendas: A critical exploration of young peoples engagement in participative qualitative research. Childhood, 360-375. Jabri, (2012). Social construction and scientific objectivism. Management of change, p-149 . Klonek, F. E.-W. (2014). Dynamics of resistance to change: a sequential analysis of change agents in action. Journal of Change Management, 334-360. Kummamuru, S. . (2014). Human Resource Management: Towards a Human-Centric Approach. IUP Journal of Soft Skills, 36. Shore, D. A. (2014). Preparing people and organizations for the challenge of change. Journal of health communication, 275-281. Winstanley, D. and Woodall, J. (2000b). (eds). Ethical issues in contemporary human resource management. Basingstoke: Macmillan. Thomas, R. . (2011). Reframing resistance to organizational change. Scandinavian Journal of Management, 322-331. Thomas, R. S. (2011). Managing organizational change: Negotiating meaning and power-resistance relations. Organization Science, 22-41. Van der Voet, J. K. (2016). Implementing Change in Public Organizations: The relationship between leadership and affective commitment to change in a public sector context. Public Management Review, 842-865. Young, M. (2009). A meta model of change. Journal of Organizational Change Management, 524-548.