Bays by Rick Moody Essay Example | Topics and Well Written Essays - 1250 words

Bays by Rick Moody - Essay Example This set of teenage voices is heard from the very beginning of the story: â€Å"Boys enter the house, boys enter the house. Boys, and with them the ideas of boys (ideas leaden, reductive, inflexible), enter the house. Boys, two of them, wound into hospital packaging, boys with infant pattern baldness, slung in the arms of parents, boys dreaming of breasts, enter the house† (Moody, p. 196). On the one hand, it may seem that the story represents as set of actions taken by boys. There is a progress of a boy’s life: from his childhood to teenage years and adult years. â€Å"The boys enter the house† and this phrase becomes an integral element of the story. Relations between two brothers are rather challenging and it is interesting for the readers to follow the development of emotional and psychological inner worlds of the boys. Boys enter the house Moreover, the author manages to catch up the emotions of boys and transfers inner peculiarities of boys with the help of apt lexical expressions. There is a masterful transfer of the boys’ emotions. It can be seen on the example the boys change their attitude to their sister: from a cruel jockeying to sympathy. She is ill with cancer and it is very hard for them to support her. We can see the importance of imagery used by Rick Moody. His masterful technique is perfectly presented to the readers, because he manages to describe the whole life span of boys and finally â€Å"boys, no longer boys, exit† (Moody, p. 199). There is an interesting style of Moody and his language techniques, though simple, are appealing for the emotions of the readers. A simplistic and naturalistic narration of Moody can be compared with the manner of Hemingway’s manner of narration. Language is used by these writers for language. In reality, Moody shows to the reader the way a person is growing up, when a person is changing with the years and enters their house as another person. Boys in the process of th eir growing up are â€Å"ghostly afterimages of younger selves, fleeting images of sneakers dashing up a staircase; soggy towels on the floor of the bathroom; blue jeans coiled like asps in the basin of the washing machine† (Moody, p. 197). The only proof, which shows a writer’s transformation, is his usage of pronouns: at first, he uses â€Å"one† then he uses â€Å"you†. From a formal approach that represents vague relations among boys to a more tolerant approach, which describes definite relations among boys and their families? A sense of energy in human lives There is a sense of transformation and a spirit of energy and motion. It seems as if Moody follows the principle of successful story writing: from the very beginning the writers choose the theme they know and write about it from different points of view and thus these writers find out something new about a chosen topic in the process of their writing. Therefore, Moody wrote about the process more than about the consequences. For him a process of growing up is a process of an individual’s transformation, it is not a set of some static episodes; a process of growing up is a dynamical process and it is very interesting to focus on the ways this process happens and an individual is being subjected to inner transformations under the influence of the world or relations with other people. Rick Moody makes literary emphasis by using repetition. This technique implies the necessity to reiterate occurrence of some images. The characters of boys reflect both

Write a report on the article we google you Example | Topics and Well Written Essays - 500 words

Write a report on the we google you - Article Example The young aspiring professional that is covered in the article is named Mimi Brewster. Mimi had great credentials such as a bachelor degree in Modern Chinese culture, an MBA from the University of Stanford, managerial experience in the apparel industry, and trilingual language skills which included English, Mandarin, and another Chinese dialect. The company interviewing Mimi had a position open in Shanghai China. The interviewer liked Mimi’s personality, skills, abilities, and her professional credentials. Fred, the interviewer, thought that talent like Mimi was hard to come by. He wanted to hire her after the first interview. Virginia Flanders, HR manager, continued with the employee selection process. One of her background checks included looking at the first eleven pages of Google after placing the name of the candidate. Virginia found a couple of articles about Mimi. During her college years she had been involved in protest against the WTO and against the Chinese government. These revelations worried the HR manager so much that she discarded Mimi as a legitimate candidate. Virginia advised Fred not to confront Mimi about the matter to protect the company against discrimination because due to abuse of privacy laws. At the end of the article the company was leaning towards not hiring Mimi. The article concluded with the evaluation of the scenario by four professionals working at important positions in different organizations. They would express their expert opinion on whether the company should hire Mimi or discard her as a candidate. The first opinion came from John Palfree, a law professor. He believes the company should hire Mimi. If the firm does not hire her due to the Google search they would be discriminating. He also believes that discarding candidates because of internet content is counterproductive. The action eliminates a lot of

Choose ONE of the topics below Essay Example | Topics and Well Written Essays - 750 words

Choose ONE of the topics below - Essay Example Of the two, perhaps it was Voltaire who did not mince any words when it came to criticizing the work of Rousseau. For example, when he received Rousseau’s The Social Contract, Voltaire wrote a letter to Rousseau in which he notes, â€Å"Never was such a cleverness used in the design of making us all stupid. One longs, in reading your book, to walk on all fours. But as I have lost that habit for more than sixty years, I feel unhappily the impossibility of resuming it (Nosotro, 2007, Pg. 1)†. These words also form the basis of their disagreement since Voltaire had very different ideas about society and government as compared to the very democratic ideals of Rousseau. The high society and the aristocratic manners of Voltaire would certainly put him at odds with Rousseau who had a lower class beginning and could only find patrons to help him in paying for his living expenses as he continued to write and give the world philosophical ideas. However, they were both forced into exile largely through the force of their own ideas. Voltaire frank criticism, as exemplified by what he told Rousseau about his book, angered many French aristocrats and he was eventually forced into exile to England. On the other hand, Rousseau’s ideas were widely rejected by the French and he too had to spend some time in Switzerland and then England. In terms of ideas, Voltaire emphasized individual tolerance and a person’s right to be able to express him/herself freely. The religious and personal freedoms given by the English government were much respected by him and he wanted to change French society to bring them closer to the freedoms enjoyed by the English. Voltaire was also against the church since he believed the message of the church was one of intolerance. Duffy (2008) notes this as an interesting dichotomy since Voltaire was disdainful of religion itself but supported religious tolerance. It seems that blind faith was unacceptable to Voltaire since he

Legalizing marijuana Research Paper Example | Topics and Well Written Essays - 2250 words

Legalizing marijuana - Research Paper Example A number of possible arguments for its legalization are also refuted in support of the actual and feared social, health and economic effects. The more immediate social effect of legalization marijuana production and use would be the higher chances for more crimes which could really have its related health and economic effects. If sins are the enemies of heaven, crimes are the enemies of a just and peaceful society. Thus legalizing the marijuana would have the effect of increasing the number of drug-related crimes. It is argued by those who favour legalization of the marijuana argues that the use and production domestically were not addressed by long practice of prohibiting the same. It is claimed by some supporters that despite the use of criminal penalties to prevent the use of hemp or marijuana for three quarters of a century, there still existed millions of users, which to them should be considered an evidence of such failure of prohibiting its free use and production (â€Å"420 Campaign – Top Ten Reasons Marijuana Should Be Legal†). Said claim essentially rested on the premise that people will not fear what is beneficial even in the eyes of threat of imprisonment. The validity of the above claims by the supporter of legalization become doubtful when the fallacy of the claim is exposes. The continued number of users via illegal means cannot be evidence of its failure since choosing to violate existing laws is still part of human. The fact that the substance is being used by a number people despite its being prohibited does not mean that prohibiting the same has become less effective. On the other hand, claims of success for such prohibition can be supported with crimes continued to be drug-related. It could therefore be countered that had there been no prohibition on the use and production of marijuana the greater would have been the number of crimes and therefore social effects would have been

Certain community Essay Example for Free

Certain community Essay Nowadays people in the universe evolved in certain ways in which changes surrounded every single minute of life breathing. As we all live our life everyday, we are in the process of storing experiences which in fact such information about each single interaction that was made in the universe was stored in our mind to provide learning. Storing information had the wider and essential coordination with learning. The things that we encounter each day which are consider the information that will become as an experience later. It is really mysterious though, how the human mind works, and how does the storing of information goes, and indeed that explains how crucial and unfathomable the exploration in dealing learning process. Where did it start? Lets try to imagine how we are when were little kiddos, we really can’t recall the things that we used to do then, that gives us the significance of who we are when grown ups. We all came from our mother’s womb and as we have given the time to see the real world and explore it, different things had shape each personalities that made us of who we are right now. Each of us had cross the path in which our mind is crafted in every level of life changing structure where in to. The process that was made when we see the magnificent world of today and was able to discover what’s the purpose of life out in this real world and as personalities is being shape; this definitely involves information in which we stored, that will mold us in to personalities we are able to become later on. Dealing with changes is information storage, which gives us the opportunities for experiences that are meaningful. The information that we learned is being reproduced for the gaining of substantial knowledge and wisdom. How about Today? Today there were rapid growths of learners who seek for more information, in order to evaluate and acquire, then use the information in more effective manner. There must be literacy skills among personalities in the society. It means that a person should have the initiative to solve problem when arises, decisions are made easier, critical and cooperative learning to pass all life’s challenges. In which every person is being trained in dealing with the societies uncertainties. There are massive forms of information stored, but learners are the captain of their minds as they go along with it. Effectiveness of the stored information is based on how uniquely each individual performs in learning, and how they are able to deal in handling situations. So what will be tomorrow? As of the present time were technologies are being introduce. That offers greater help to the humankind in storing information in the small span of time, many had believed that it’s a great help in achieving greater knowledge in the world today. Technologies are the visualization of an improved and modernized society in which tasks are now made easier and performances are made faster. Developments are now engage by sustaining the society with technologies that can provide broader and wider source of knowledge in which skills are dignified and establish in the required time. And what’s the fuzz? Technologies though had a great help in developing one’s skills, but there must be of proper care. Everyone must rely not on that, alone, it may shortened the time frame of a given task but we must be reminded that technologies are created by the human mind, it is invented, but look at the inner source, it’s the mind of a human that was put into a material to produce certain information. Everyone of us had the mind to produce technologies, but lets always keep this in mind that technologies are just machines in which quality relies on the makers and producers, in either ways in due time it will not give its purpose anymore. I do believe personally that the greatest machine is the one who made it which is our mind. Regardless of what races where raised to, and in which class we belong, surely we are given the mind of its own, capable of doing magnificent things in which we hold further as we embrace the only constant thing in life and that is changes. It’s up to us if we share or not, that enough information that will make source of an introduce technology. In which way or another we hold it as long as we still live in this world. The Impact of New Technologies The impact of new technologies in information skills especially in business is often contemplated by the variety of reasons. One thing is that it is the fastest way of communication in sharing information from one respondent to another. It is believe that these technologies will improve capabilities in an organization. However, in business there is some sort of reconsideration for the fact that it may share information’s to other sectors, that would somehow exploit it, but shared information of new technologies will always been accompanied by remedial actions of the manufacturer itself, it just need to be properly care and all important tools for the information stored will not be exploit. We belong to the fast changing world and new technologies as it is widely spread nowadays will help us improve and achieve success but only if we take precautious methods in using it. It is also helpful in joining the globalization just for the fact that globalization is for improving and fast variety of development in a certain community. New technologies will always be part of globalization it is good to cope for that matter as for businesses concerns as long as we take note of possible circumstances in indulging globalization with new technologies, proper care and guidelines of newly introduced technologies will certainly rises us from our sets, only if handled with knowledge and wisdom in those aspect.

Stereotypical Roles And The Effects On Society Media Essay

Stereotypical Roles And The Effects On Society Media Essay Gender is a societal construct of the roles of men and women in the society. According to Asher and Lloyd, (2002), gender stereotype refers to the beliefs people hold about members of categories of men and women. Gender role are described by social scientists as socially constructed, which they vary from one culture to another. It all depends on how we are socialized in different cultures since childhood and who we interact with that defines our gender role. Most social upbringings present women as the weaker sex who needs to be protected and to just stay at home. Men on the other hand are seen as the bread winners and that they work to provide and to protect their families. Both men and women perceive the world differently according to how they are socialized. Beliefs regarding appropriate behavior also influence how men and women interact. Television has however enhanced stereotypical role in that they portray a good woman as the one who is submissive and domesticated. Femininity therefore is associated with traits that are emotional, prudent, co-operative, having communal sense and compliance to certain aspects. Television portrays women as emotional beings and that they talk more than the men. Men as per the media are suppose to demonstrate their power and authority during interaction thus they tend to dominate during conversations. Men on the other hand are portrayed as concerned with report aspects that are based on facts thus using different communication styles from women. Even within a culture masculinity and femininity may be defined differently by various groups, in particular according to ethnicity, age, social class and sexuality. In this sense there is no single masculinity or femininity, but rather multiple masculinities and femininities. Not all men are leader like, aggressive, assertive, independent, risk-taking and so on; and not all women are affectionate, gentle, sympathetic, dependent, emotional, nurturing etc. Such qualities are found in varying degrees in most people (Curran Michael.eds., 1991) They continue to argue that all men and women are aware of the cultural traditional gender stereotypes and the television network contributes to this awareness. Men will usually seek achievement and dominance in cultural expectations and that women will be with complaints and be supportive. The relationship of people to these expectations often involves tension that usually boils up. This categorization thus influences our perception and teaches us how society wants us to behave as men and women. Both men and women do the same role nowadays for example they go to work in the morning and return in the evening just like the men do. It is therefore paramount that all these stereotypes portrayed by the television are countered so that both men and women see each other as equals and that they can do the same jobs regardless of their gender. DeFleur defines socialization as a complex, long-term, and multidimensional set of communicative exchanges between individuals and various agents of society that result in the individuals preparation for life in a socio cultural environment (DeFleur, 209). According to Max Weber a German sociologist, sociology is the study of society social sciences which aimed at developing and refine a body of knowledge about human social living through critical investigation and analysis with the aim of applying gathered knowledge to the pursuit of social welfare. (Wilson, 1989) The essence of education in society has influenced the way in which cultural communities associate, in television there different target of audience and the messages portrayed are passed frequently either by male or female. Most of business advertisements uses both sex ads depending on the product they want to create awareness and likeability e.g. a company which sale motor vehicles will likely use men to pass the message while various companies that deals with body lotions or domestic products are likely to use women. However occupations equivalence is now based on education merit and professional ability to handle critical task. This helps to brainstorm working in the society where women too can do most professional jobs as their male counterparts. In recent years there has been a notable increase of women presenters and perhaps the attribute of physical attractiveness has played a huge part in their selection than for their male counterparts. The effects of gender stereotyping in todays society Greater societies have adopted gender etiquette due to political, social and economic human rights mostly communicated via the television, this role is relevant to household for well being of the society in general. Through educative programs, television is the most realistic mode of communication. Television still perpetuate traditional gender because it reflects social values, However, television shows a small, distorted view of reality, which can damage peoples views of the real world, and this can influence how people think and behave. Television has always been a male dominated area based on masculinity perspective and implicit narratives judgments. However, there are other theoretical considerations, criticisms and assumptions that arise from the cultivation theory, and which are mainly addressed in the work of Huston and Wright. Cultivation theory needs to rely on other approaches such as the influence of the family, the childs cognitive development, the amount and most import antly the type of television the child watches; this is to fully understand the socialization development. Results In the todays media fraternity departments, (e.g. television production) is highly male dominated which is influenced by stereotypes with the aspect of masculinity. However females will soon move to such technical areas due to advancement of technology whereby portable production equipments can be handled by women. Professionalism has created a balance race on job specifications curbing bias. Television alone is not enough to change people gender roles, it is vital that role models contribute broader perspective on stereotypes about what both sexes can do. ( Joyrich, 1996) To various communities watching television can be quite awful especially to little children who watch much of television, most a time can lead to complications in change of behavior, e.g. crying and other violent or excessive aggressiveness, which probably can be due to the programs which kids sees that might be violent. Statistics Research contacted by reality TV, American idol, attached over 50% market share indicating that over 50 % of television viewers watched the show, reality TVs watched all over the world and UK 2000 70% of population watched of ages 8-65+ have watch TV regularly, and Methodology The research will be conducted using primary and secondary methods, the questionnaires for data collection externally. The questionnaire will have both open-ended and closed-ended questions, this are aimed at explaining the way in which television portrays adult gender stereotypical roles and the effects this may have on todays society. Questionnaires will be advantageous to the researcher while collecting data because less time will be spent. The method will allow the researcher to collect data from the large number of respondents quickly. In addition, the respondents will have enough time to read and understand the questions before answering them. Content analysis will also be used to analyze the number of viewers and listeners based on frequency at which stereotypical roles are aired on television. This will be analyzed by stating who says what, to whom, why, to what extend and with what effect. Desk research will be collected from various books, magazines, social journals, intern et to corroborate the findings from the field. Data Analysis The data will be analyzed quantitatively using descriptive statistics with the support of the Statistical Package for Social Sciences (SPSS). (Nachmias Guerrerro, 1996). It says that descriptive statistics has an advantage to the researcher because it allows a researcher to organize information in an effective way and also allows information to be reduced to an understandable form. The descriptive statistics to be used will include simple tallying procedures such as frequency distributions, pie chart, bar graphs and histograms. Conclusion Television has contributed to shaping gender roles. The society has in one effect due to cultural norms streamlined the possibility that women can also work competently and there is no doubt that television is a vital tool that presents powerful attention and mind grabbing images and programs, however the anchors gender should always be balanced and not based on cultural beliefs rather profession ability to handle the task. Television today is proofing to be one of the most important and most considered medium of communication. Media has an impact in bringing change to the society, e.g. through television mass audiences get to share a variety of identical experience, socialize and others create business opportunities. Television is a set to observe positive successful ideologies and probably assume it is one source in which the society should adopt change.

Employee Resistance to Change: Dissertation

Employee Resistance to Change: Dissertation Chapter 1- Introduction Change comes from anywhere, and is the only constant. Propelled by the driving force of technology and globalization, the economic landscape continuously transform in a way that has come to undermine the relevance of received wisdom on how a firm should be managed and what underlies its success (Gregory Prastacos, et al., 2002). In this new millennium, it is more challenging for an organization to sustain its competency or even survive in the diversity market. When an organization is threatened by environmental changes such as crisis or competition, it results in the increasing needs for communication as technology develops rapidly and higher customer demands will be foreseen. Organizational change is not an option; it constitutes a fundamental necessity for success within the new competitive landscape (Hamel and Prahalad, 1996). An organization need to evaluate its performance and review its business strategies, corporate structure, operational process and HR policies to identify th e areas that need transformation. To maintain its competitive advantages,ÂÂ  an organization must make effort to implement changes accordingly. Usually changes to be made in an organization is for the seeking of extending the ability of the organization to achieve the strategic goals but sometime changes do not necessarily contribute to the improvement of the organization (Stroh, 2001). The expected result of the change might vary due to other unexpected factors, such as resistance to change. Resistance is a phenomenon that affects the change process, delaying or slowing down its beginning, obstructing or hindering its implementation, and increasing its costs (Ansoff, 1990). Effect of resistance of changes in organization will cause distorted perception, interpretation barriers and vague strategic priorities, low motivation among the people and lack of creative response (Val, 2003). It is crucial for change initiators to deal with resistance for a successful change. Forasmuch as employees are the one who get the job done, and they the one who possess the knowledge, skills, tools and experiences, it is clear that organizational changes cannot be achieved without employees support and involvement. Employee acceptance and commitment are the key factors for successful changes. Effective change management should recognize the importance of its employees and the way to minimize the resistant from employees. Therefore, understand why it is caused, the forms of resistance and the factors determine employees reactions to change is significant. 1.1 Research Objective This research will study on the factors of resistance to change from employees prospective. The aim of this research is to review the factor and find out the correlates among the factors. By better understanding these which a shift in perception could occur, the paper hope to develop a framework to change initiators of how certain group of employees is the likely to react and behave to change that being unleashed by the value and perception, this knowledge will enable change initiators to design change plan and training programs which recognize the values of employees, and to interact with diverse others in order to optimize the expected change affect. The research attempt to explore the followings areas as a systematic way to rationalize the value of this project study: To identify the natural of employee resistance to change. To identify the symptoms of employee resistance to change. To identify the reasons of employee resistance to change To determine the various factors to effect employees resistance to changes. To evaluate the effect of these factors on organizations future development. 1.2 Chapter Summary Chapter 1 of Introduction has provided a background of the circumstances that force organization to change, and examined the inevitable resistance can undermined organizational change. By identifying the importance of employee in the organizational change, research objectives were generated to study on the resistance of change from employees perspectives and listed done the areas of the study to be explored on. The research was planned in a systematic way to rationalize the value of this project. Next chapter of this project will touch on a review of current literatures on the natural, symptoms and the reasons of employee resistance to change and factors affect employee resistance, followed by the research methodology, samples and limitation of the research. The subsequent chapter will be the questionnaire data analysis presentation and lastly the paper will conclude the findings and its implications for change initiators. The aim of this research is to review the factors that affect employee resistance and evaluate it thought the target samples. Chapter 2- Literature Review 2.1 Employee Resistance to Change 2.1.1 The nature Organizations can be confronted with incremental changes that focus on doing things better through a process of continuous tinkering, adaptation and modification or transformational changes that are regarded as revolutionary and break with the past.(John Hayes, 2010) Although the incremental changes rarely presented any abrupt challenges to the assumptions people make about how they related to the world (John Hayes, 2010), this is not always that case. People are not duplicate, the values, beliefs, assumption and knowledge of that person will be developed over the time, formed as a set of personal opinion, perceptions, views of the world to guide their behaviors (Hallie Preskill and Rosalie Torres, 1999). It is concerned with whether employees regards view change can bring present or future personal benefit and opportunities or change is a threat to their job, skills or any other interests. The implementation of changes inevitably involves the vital interests of various shareholders, and especially employees.Resistance occurs since most employees desire to be successful in their work environments due to they have basic needs which must be satisfied. To begin with, employees want to know their role and their responsibilities within the organization. In additional, employees want to be able to predict what they will face in the future (Appelbaum, S.H. et al, 1998). Even though old procedures that were initially regarded as cumbersome, costly or ineffective, after a prolonged recursive execution, employees become comfortable and are used to the ways things were done. Employee might fear in a changing organization, therefore change are frequently be seen as a threat to ones existence within an organization if upgrading or acquiring new skills are a problem because of time constraints , or the inability of the person to learn these new techniques. Change within an organizational setting usually poses several problems and challenged by the pressure in aspect of money , ego, and power for those who resist it. Employees resist change because they have learned to associate it negative feelings since their basic needs may now be threatened (Mealiea, 1978). Thus it is human nature that employees look at Change negatively, resistance thereby coming into play. 2.1.2 The symptoms Resistance, described by Kilian M. Bennebroek Gravenhorst (2003) is commonly considered to be standard or even natural in reaction to organizational change. It is described as an most inevitable psychological and organizational response that seems to apply to any kind of change, ranging from rather modest improvement to far-reaching change and organizational transformation. Symptoms are the specific behaviors exhibited when employee resistance to change (Albert F. Bolognese, 2002) According to Bhutan (1995), it is important to distinguish between the symptoms of resistance to change and the causes behind them. Symptoms can be reflected in varies of forms, which Marc Maltz (2008) categorized it into the two varieties: overt and covert. Overt resistance is concern with obvious opposition, disagreement, arguing, debating, etc., to any change effort. While, covert resistance comes in two forms: one is conscious covert which employees are concerned about the consequences of their actions that they apparently agreed but actually not following though or withhold information and avoid implementation. Secondly is the unconscious covert resistance, which is the most difficult to see symptoms among employees as employees are unaware their resistance. 2.1.3 The Reasons There are many causes attribute to employees resistance to change, such as Coch French (1948), studied the workers of a clothing manufacturer and find that lower employee participitation causing the mistrust of management and increase their resistance to change. Kotter and Schlesinger (1979) identify four common reasons why people resist organizational change: people focus on their own interest and fear of losing something of value, it can be power and status, autonomy and control, or specific skills; Misunderstanding the change will cost them more than they will gain and lack of trust to the person who initiating change; Different assessment of the necessity and benefit of change situations; Low tolerance for change, sometimes people just resist to change emotionally even they understand the need for change. Several studies have acknowledged what Kotter and Schlesingers publication and enhance these categories with further researches, according to Prosci- A business process reengin eering directory and resource companys study (2003) in past six years in 288 organizations from 51 countries, result shows the top reasons employee resist to change is because of corporate history and culture, which the organizations past performance of change project failed or did not make much sense, employees are less interested to take initiatives to support the current change, they are not in the flavor the month , thus employee expected it go away like what happened in the past. Lorenzo (2000) also acknowledge that one attribute to employees resistance is that past failures leaves negative image for future changes. Another reason added on in Prosci (2003)s research is that employee often opposes to change because of the added job responsibilities, new processes or technologies. Changes with lower motivation to get employees involved and less consideration of employees interest and their emotional and perceptual perspectives thereby eliminate their initiatives and level of comm itment. Pardo Del Val, Manuela and Martinez Fuentes, Clara (2005) conclude above sources to employees resistance are most likely happen in change formulation stage, they further identify some reason rise resistance that consist of: (a) organizational values in relation to change values that cause a strong implementation climate to determine whether employee to accept or oppose to change; (b) departmental politics that form employees resistance. 2.2 Factors affect employees resistance to change Literatures have identified variety of factors affect employee resistance to change, the most cited views of the factors fall on the organizational level, for instance the communication process, employee participation, change facilitation procedures in change process (Ricky Griffin ,2008) to improve organizational effectiveness. Moreover, employee motivation (David Clarence and McClelland, 1987) and quality of leadership (Ken W. Parry, 1999) have been widely acknowledged to have influence on employees work initiatives, involvement and commitment, so that it can argues to be a significant factor to affect employees willingness to change. Above factors virtually are the ways to deal with the subtext of organizational humanity on the stage of change process. However, one must understand the root factors played to affect employees perception towards organizational change. Fail to understand the intrinsic factors govern employees values and beliefs guided behavior in the context of the way they were doing and expected in the future, and all the necessities organization attempt or should to do to implement and facilitate change is crucial. Therefore, the research will mainly explore on the personal factors played to affect employee resistance to change including age, gender, personality traits (Locus of control) and employee educational level as follows: 2.2.1Age Baby Boomers refer to people who are born between 1945-1964. This generation grew up in an era of unprecedented economic growth and stability, so as to be regarded as a generation that finds comfort with long term employment with one organization. This has provided them with a false sense of stability (Loomis, 2000).Their perceived working values emphasize on chain of command, teamwork, technically challenged, team work and loyal to employer As they born after War II, which they entered the economic boom era, Money and job security such as life time employment are definitely extremely important for them to sustain their living. In this regard, it is argued that Baby Boomers are easier to accept organizational change as their working value of chain of command which they tend to commit to the hierarchical order. Moreover, the inception of organization loyalty also attributes them to be more committed rather than resistant or any other negative reactions. (Hui-Chun, Yu and Peter Miller, 2003) Another neuropsychological research held by (Stanford University professor Laura L. Carstensen et al. 2000) on the relationship between age and emotional experiences found that the periods of highly positive emotional experience were more likely to endure among older people and periods of highly negative emotional experience were less stable. With age, older adults report relatively low levels of worrying (Sandra Hunt, Patricia Wisocki and Julianne Yanko, 2003), experience less anger (Schieman,1999), and have lower levels of emotional distress after natural disasters (Bolin Klenow, 1982-1983). The implication of these findings are older employees have better capability to regulate their negative emotions with organizational change and adjust themselves to adapt the environment.Employees adaptability has been seen a key attribute to a successful organizational change (Heslin , 2005). Compared with Baby Boomers, Generation X refers to those people who were born between 1965 to 1980. This generation of employee tend to more independent, self-motivated and self-sufficient (Loomis, 2000). This is because most X generations did not have enough of their family attention as children because their parent may have been single or working parents. X generations therefore became adaptive at handling things on their own and in their own ways. Their work value is perceived more on personal satisfaction, and their attitudes towards work are focus on flexibility empowerment, loyal to skills. (Hui-Chun, Yu and Peter Miller, 2003). Hence, when the change conflict with their own interest such as against what they used to do , their skills, or leave less empowerment to them, they will feel unmotivated towards to commit to the change. However, David J. OConnell, Eileen McNeely and Douglas (2004) argue that since Xers entered the workforce under the employment of deal, in which career planning and development are largely individual responsibilities and where the average worker can expect to make several changes during their working lives. In this regards, it seems like Xers are more adaptive to change. However, there are also many scholars debate the relationship between the age and the personal adaptability to change, such as Mirvis and Hall, 1996. Recent research held by OConell, McNeely and Hall, 2008 also support this assertion, reporting that age is limited measured as a categorical variable namely the characteristics about an individual . 2.2.2 Gender Although many literatures have acknowledged the impact of gender difference on the management practice, there had been little systematic attention focus on identifying the gender roles on effective change management relatively. Feminist perspectives have tended to highlight not only the impact of organizational change on womens relatively marginalized position but also the role of women in the change management (Melissa Tyler, 2005). Jamie L, Michael G and Homer Tolson (2005) research findings suggest that there is a difference between male and female executive of their emotional expressiveness, and women are regarded to process better skill at encoding and decoding emotions (Laura K. Guerrero and Kory Floyd, 2008). Emotions are intensive feelings that are directed at someone or something (Stephen P. Robbins and Timothy A. Judge, 2010). Goleman-the founder of emotional intelligence theory also mentioned that women are good at reading others feelings than men averagely in his book pub lished in 1995. The skills to encode and decode emotions generally have advantage to develop and maintain relationships (Laura K. Guerrero and Kory Floyd, 2008), because skilled encoders have ability to express their internal emotional state so that other people can decode their emotions more easily and accurately (Burgoon and Bacue, 2003). In this regard, the chances such as misunderstanding and conflict due to implicit or unclear message delivered or received prone to be decreased, the communication becomes more easily and effective. In many literatures, communication has been widely acknowledged as a useful approach to eliminate resistance to change. Therefore, women are deems to be more successfully engaged in change circumstances. Maddock (1999) added that Women focus on relational aspect of how to do things, while men tend to be expected to think what to do. It appears that women are emotionally discreet on how they are going to process the information, express and interpret their view points to react to change before making any decision. Combined with womens secondary position in labor market due to gender discrimination, especially in Confucian countries, in addition to their greater responsibilities in family and child care than men, which cause women are relatively powerless to challenge the situation (Melissa Tyler, 2005). Hence Melissa argues that women in change management appear to be positioned as performing an interpersonal function associated with safety; providing security in times of unexpected turbulence and anticipating. On the basis of these arguments, it seems that women tend to avoid conflict in working in this regard and to accept the change accordingly. 2.2.3 Personality Traits Some people are quiet and reserved, while others are aggressive and outgoing. Some people are trustworthy, some are not. People differ with each other in various dimensions as a result of different behavior and attitude towards things in personal life and working. The individuals differences are shaped by personalities (Stephen P. Robbins and Timothy A. Judge, 2010) Personality refers to the traits and characteristics that make individuals unique (Greenberg and Baron, 2002). The most frequent used definition of personality was produced by Gordon Allport nearly 70 years ago which he commented that personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Personality thus becomes an important reason mangers need to know to generate a view of employees likely behaviors and examine their coping reaction. Meselaar and Cozijnsen (1997) further highlighted the personality is a determinate of individ ual reaction to organizational change. Locus of control refers to the degree people believe their own behaviours determine what happens to them. People believes they have more control over their destiny are referred as internal, and people who believe they have less control over their life and the results are attributing to the will of God, or to the fortune of being born in the right social class or family are referred as external. At this point, it is suggested that people behave differently towards change. Wilson (1992) developed an approach referred as determinism to study change management portrays the manager and other organizational members as pawns affected by change rather than as agents who can initiate and secure change. Their ability to influence is limited because of the main determinates lie outside the organization. John Hayes (2010) argues that those who are overcommitted deterministic view of change may be inclined to believe that the locus of control is external to themselves and the organization and may therefore develop view that there is little they can do to influence events. Hence, people who think this way is less likely to attempt to adopt a proactive approach to the management of change than those who have more internal view about locus of control. 2.2.4 Educational Level Although there were not many literatures specifically emphasize the employees educational level to their resistance to organizational change, it is widely acknowledged (e.g.: George H. McCall, Karl E. Ristow and Daniel J. Cimini, 2004) that higher education improves employees personal management, time management, communication skills and problem solving skills. Higher education defined by Roberg (1987) refers to the instruction that was obtained at university or colleague. According to Thomas Kent Gaylor (2001)s research on 286 police officer from two North Texas Police department in 2001, result shows no significance relationship between the educational level and employees openness to change. However the limitation of his research was lack of variation in respondents education level. Nevertheless, the author believe that higher education of employees will be more likely to support and commit organization change with more positive thinking of why the change is needed, hence the resea rch intend to do further evaluation with different samples on the relationship of educational level to employee resistance to change since it is a logic factor that higher education equipped with employees more knowledge and broader thinking and believe, which reduce the tendency to be dogmatic and to be more creative. 2.3 Chapter Summary Chapter 2 of Literature Review has explored on the current literatures on employee resistance to change in terms of the natural, symptoms and reasons. The inevitable resistances from employee impulse the research to further find out the factors that affect employee resistance to change. The research noted many factors including communication process, employee participations, change facilitation process, employee motivation and quality of leadership, and lastly mainly reviewed the personal factors played consist of age, gender, personality traits (locus of control) and employee educational level influence various aspects from values and beliefs and emotions as a result of different behavior and levels of adaptability reacted to change After exposit the literature review of factors affect employees resistance to change, the paper will tackle the main objectives of this research. Starting with the description of research methodology, samples and limitation of the research, then paper will touch on the analysis part of the questionnaire, to examine the reflected results against with the literatures reviewed earlier on, so as to evaluate its universality of the factors in the sampling organization. Chapter 3- Research Methodology 3.1 Secondary Research The research was carried out at the beginning though a secondary research to review the current literatures on the areas of the study, which contains of the nature, symptoms and the reasons of employee resistance to change and the factors affect employee resistance to change from a more intrinsic view by looking at employee personal factors. The factors focus on the employees adaptability to change determined by age and gender, one dimension of personality traits -locus of control, and employee educational level. The information is collected from textbooks, journals and articles from reliable and creditable online Journal Publications, National Library and Campus Library. 3.2 Primary Research In order to evaluate the factors been presented in literature review, the research will primarily employ questionnaires as the main methodologies for information gathering. The questionnaire will be carried out with various employees working in a large organization. The methods allow directly and original information to be gathered from participants. Questionnaire results are to be consolidated, and will be analyzed using various questionnaire analyze techniques, to interpret the data. The main reason of using questionnaire and interview is because data is collected directly from specific target respondents. Interviewers have the ability to ask extra intensive questions of the respondent concerning survey responses. 3.2.1 Research Samples The research was conducted using data collected from a large size agribusiness organization located in Singapore, mainly doing palm oil plantation and trading. The reason of choosing this organization is because it is currently undergoing turbulence and change on merger with one small size palm oil trading company and one ship chartering company. And it also has experienced many merger and change in the past. Therefore the target samples of the questionnaire participants in the organization must have many varies views on organizational change to enable the research generate more practical reflections from employees perspective on organizational change and change effect on them, aims to evaluate the universality application of all those factors on employee resistance to change presented in literature on the target sampling. The questionnaire attempt to invite 150 employees in this organization from four departments who are affected by the merger plan, respectively 25 employee from IT department, 35 employees from logistic department, 25 employee from finance department and 65 employees from operation department. 3.2.2 Limitation of This Research During the research, data collected could be deviated due to limitation in the research methodology as follows: Data may not represent the entire population due to the limitation of sampling size As the four department employees may experience different kinds of minor changes in their department respectively, whether the change offend their interest or not might bring subjective bias towards their response to the questionnaire, hence the accuracy of data collected will be deviated. Respondent who experience the past organizational change may bring different perceptions towards new change. The choice of the question may limited respondents response. 3.3 Chapter Summary Chapter 3 presented the methodology of this research which employed on secondary research to review the current literatures on the area of the study, and also the primary research using questionnaires to collect data. Research Samples chosen was a large agribusiness organization who is experiencing turbulence and undergoing merger and work structural change. The limitations of the research were also discussed including the sample size, respondents bias, past organizational change experience as well as the choice of questions may also affect the accuracy of the survey result. Next chapter will touch on the research result analysis and discussion. Chapter 4- Result Analysis and Discussion The questionnaires were distributed to 150 employees in IT, Logistic, Finance and Operation department respectively as planned in Chapter 3, the responding rate is about 76%, namely 114 employees attend the questionnaire. Following are the result of each factors being tested. 4.1 Age The research finding on age factors shows that respondents in different age group perceived change differently and appears with different level of resistance. In contrary with literatures presented earlier on demonstrating age have negative relationship with organizational change where people are more emotional stable and adaptable to organizational change as they age. Instead, the result shows that in the age group of 20 to 65+, employees are more resistant to change as they age; an interesting finding is that for employees aged below 20, whom were surprisingly scored higher marks on resistance. Figure 4.1.2 shows details of scores on resistance in each age group. Figure 4.1.2- Age group vs Resist to change score The possible causes lead to this result might because when younger people firstly enter the workforce with no experience and lower educational background, they are uncertain about their skills and abilities. They may behave self-concerned and less flexible dealing with working matters, and not mature enough to regulate their emotions as they are undergoing a transition from childhood to adult, school life to working life with increased responsibilities, time is needed to help them accept such big changes and adapt themselves in the new environment. As they age and become more mature, they seek for competence, career movement and relationship, they are more flexible and motivated to change themselves in the organization to achieve their objectives. As time goes on, they feel tired and queried about what supposed to be. They are loyalty to their skills and fear losing it in the future. Stability, job security and sense of seniority may become the main values after they age 46. Hence th ey might act more resisting to change as demonstrated in below figure. Super (1980)s Life Stage Theory displayed some common characteristics against to the above analysis and assumptions, which the author would like to research further. 4.2 Gender Out of total 114 respondents, 78 are women, and 36 are men, most of men respond strongly agree that organizational change is necessary and beneficial, and express their willingness to take challenges. Although there is no strong evidence to show that women are more resistance to change, most of women strongly agreed with the statement that when things are not going as plan, they tend to feel stress and if there is significant change regarding the way things are done, they would probably feel stressed. At this point, the research result suggested that women tend to be trapped in stress situation more easily than men. Hellriegel, D. Slocom, J. W., and Woodman, R.W.(2001) has pointed out that organizational change can be viewed as greatest source of stress on job and perhaps employees life. Stress cause low morale, high desertion rate and consequently reduce in job satisfaction and organizational commitment. The women research samples in this study reflect lower ability to regulate stre ss in working and life that affect their job performance. When organizational changes go against their interest, plan or principles, family life, it easily get women feel stress emotionally and potentially raise their resistance level which can be described as unconscious covert resistance (Marc Maltz, 2008) whereby employees are unaware of their resistance to change. Such symptom as mentioned in Chapter 2 is difficult to recognize and manage. The result urges the management to recognize gender-related problems in the organizational process. The implication of the result underlines the importance of evaluating and managing performance between women and men employees in implementing change. 4.3 Locus of Control Figure 4.3.1 shows the relationship between Locus of Control versus Resist to Change scale. The extent of Locus of Control are divided into 5 category based on the score respondents received on answering 10 specially designed question (Q7-Q16) catered to identify the individual level of locus of Control. For each correct answer that suggested Internal Locus of Control, the participant are give 1 point, the end results are totaled up with a formula (N/10)x100. The result are categ