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Papers On Business - Management
Page 872 of 1610

Managing Employee Resistance To Change
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A 28 page paper. Change is a natural part of life, it is a natural process but when change is proposed in the workplace, employees are very often very resistant to the proposal. This essay offers introductory comments about change, which is followed by a discussion of the types or levels of change that might be made. The writer then comprehensively explains and discusses resistance to change and the reasons for resistance, such as fear of loss and fear of the unknown. The next section comments on what else can go wrong in the change process, followed by approaches and methods for overcoming resistance, such as Lewin's equalizing forces, Rogers and Scott's diffusion model and Preston's Organizational Aikido model. In the last section, the writer comments on making changes in education. Numerous experts and theorists are cited. Bibliography lists 31 sources.
Filename: PGchng8.rtf

Managing Employees Suffering From Post-Traumatic Stress Disorder
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A 16 page paper discussing some of the problems that a workplace manager may face when an employee is suffering from Post-Traumatic Stress Disorder (PTSD). The paper reviews PTSD, how it can affect individuals and the difficulty in dealing with it. Commonly associated with wartime experiences, PTSD also can arise from workplace incidents, natural disasters such as Hurricane Katrina and traumatic events such as the 9/11 terrorist attacks. The manager dealing with employees suffering from PTSD can use situational leadership or contingency theory to create a framework within which to manage the PTSD sufferer. Employing either of these theories and operating within them enables the manager to create a win-win scenario in which the individual gains help, support and validation, while the organization gains real value from the employee's contributions. Bibliography lists 11 sources.
Filename: KSmgmtPTSD.rtf

Managing Employees' Resistance to Change
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An 11 page paper presenting Chapter One of a thesis addressing this topic. Contents of the chapter include an introduction for the study, need for the study, statement of the problem, the purpose of the study, hypotheses to be tested, a statement of limitations and assumptions, definition of terms to be used in the study, a brief outline of the organization of the study, and a summary of Chapter 1. Bibliography lists 12 sources.
Filename: KSempResist.wps

Managing Faith Community Hospital
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A 4 page paper discussing the case of Faith Community Hospital, one that has failed to accurately gauge the changes occurring in and around it, and now it finds itself with immediate need to take action on several fronts. There is no clear policy in existence in several areas of operation, resulting in chaotic scenarios in which employees take the action they believe at the time to be best, without always having a clear understanding of the entire situation. The paper recommends that the hospital adopt the Triple Bottom Line business model and so treat its economic, social and environmental isses separate. Bibliography lists 1 source.
Filename: KSmgmtHospTBL.rtf

Managing Global Information Systems (IS)
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This 6 page paper discusses the factors driving the internationalization of business, how IT can support business strategies, and what the issues are in developing global IT systems. Bibliography lists 5 sources.
Filename: HVITIntl.rtf

Managing Growing Companies / How Not to Lose the Vision
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This 9 page research paper investigates the challenges faced by fast growing companies and some symptoms of a company that is growing too fast and not managing the growth effectively. A literature review reveals consensus about the steps companies can take so as to manage growth without losing their vision. Scenarios to exemplify steps are offered. Bibliography lists 6 sources.
Filename: Growco.wps

Managing Hairdressers
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A 5 page paper discussing the management of a profession that combines qualities of technical ability, production work and customer service. The manager's job is to create and maintain an atmosphere of creativity and open communication long before any conflicts can arise. That climate is not something that merely happens. It emerges from the concerted effort to establish full and open communication in all directions, where creativity is welcomed and encouraged but tempered with adherence to customers' wishes. Bibliography lists 2 sources.
Filename: KSmgmtHair.rtf

MANAGING HUMAN RESOURCES DURING M&AS
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This paper discusses how two companies that have merged can also merge their corporate and personnel cultures without a great deal of conflict and bad feeling. Specific advice is provided, as well as some examples. Bibliography lists 3 sources.
Filename: MTperM&A.rtf

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