A Trial Marriage by Living Together Relationship Issues Free Essay Example, 1000 words

Living together before marriage is a controversial topic. Some people have expressed strong support for the traditional observance of complying with the sanctity of marriage and should, therefore, stress the relevance of living separate ways prior to making matrimonial vows. On the contrary, young people from contemporary generation have believed in an arrangement promoting a trial marriage by living together to test the waters and determine compatibility issues. Pre-marital arrangements have drastically changed since the last generation. It is one s contention that couples should live together before marriage to confirm and validate relationship issues. Couples opt to decide on living together for diverse reasons such as trying to validate compatibility, consideration for economic, practical and financial issues, diverse beliefs in the institution of marriage, dislike for commitment and the fear for consequences of divorce. By living together, these couples satisfy their personal b eliefs and contentions for convenience and companionship without sacrificing an acknowledged vow that legally binds them through marriage. Young couples believe that the option to live together prior to marriage is a right that they could express to achieve their goals. We will write a custom essay sample on A Trial Marriage by Living Together: Relationship Issues or any topic specifically for you Only $17.96 $11.86/pageorder now On the other hand, those who support marriage refute that couples who spent time living together run the risk of falling out of love eventually and not being able to sort out differences in their relationships. Couples eventually develop psychological problems that lead to depression and anxiety due to the possibility that they are really not meant to be together in the long term. The lack of commitment accorded by cohabitation without the institution of marriage could be perceived as a lack of solid foundation and structure to build a family and a future together. Despite the arguments, living together before marriage has more benefits in the long run. The cost of divorce, in terms of financial, emotional and psychological effects is minimized. An understanding that living together is the arrangement to determine if couples are really right for each other could appropriately be tested, as needed.

Why We Should Be A Feminist - 1279 Words

Why Everyone Should be a Feminist At Troy High School, 57 percent of students do not identify as a feminist, much of this percentage claiming that feminism is irrelevant as females already have equal rights and that the fight for equal gender rights is a â€Å"thing of the past† (Troy High Feminism Survey); but do these students actually know what feminism is? Feminism is a global movement to empower women of every age, economic standing, sexuality, and culture through gender equality. Often confused with misandry, or the hate of males, feminism simply wants to make both genders equal. Misogyny, or prejudice against females, is the main bane of feminism, a force so deeply embedded in our culture that feminists have had to fight it for centuries, and continue to fight it to keep our current rights while aiming for new ones that would ultimately achieve gender equality. Everyone should be a feminist to stop misogynistic standards and to create a safer more productive future. The school dress code is a set of rules that are common to the everyday student but is based on misogynistic ideas and is a form of inequality that females have to endure since the moment they begin their education. That shirt shows too much shoulder, and those shorts show too much leg, are you trying to distract your male peers? That sounds pretty ridiculous, doesn t it? But that’s exactly what most schools dress code is. 57% of public schools within the U.S. enforce a strict dress code, and almost all ofShow MoreRelatedI Don t Need Feminism936 Words   |  4 Pagesentirely sarcastic. I identify as a feminist and you should all consider yourselves feminists as well. I would like to begin this speech first by addressing an issue that is gaining heat in today’s society. Words like feminazi and man-hater accompany the word feminist, and thus have equated feminists to disgruntled women whose sole purpose is to blame men for everything. As a result, many people – both men and women - have hesitated to associate themselves with the feminist movement. I want to ease people’sRead MoreFeminist Theory : A Feminist Perspective1558 Words   |  7 PagesBased on the texts that we have covered so far, feminist theory is defined as the construction of feminist theoretical discourse which aims to understand and support the nature of gender equality. Unfortunately, â€Å"in its early analyses, the focus of much feminist theory was on the characterization of the feminine as less than fully human† (Price and Shildrick 1999, 2). During the Colonial Era, especially, the cult of domesticity was a way for men to control women. Women would stay home and participateRead MoreFeminism And The Feminist Movement910 Words   |  4 Pagesin, but I think there’s a way it should be done. Feminism is something that I have questioned a lot and have looked into. 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Most of her works explored the concept of being a black woman in this society; therefore her literature and theories were based on her experiences. Race, sexuality, and gender were her main focal points throughout her career. When speaking from a feminist perspective, Lorde based her thoughts on the â€Å"theory of difference, which focuses on the binary differences between males and females, which is the opposite of traditional feminist theory (the thoughtRead MoreWhat Does The Word Feminism?856 Words   |  4 Pagessocial, political, and all other rights of women equal to those of men† (). I personally identify as a feminist, for women can do anything as well as a man and should be granted the same rights as men. Both the feminism of the 1970s and the feminist extremists of today are responsible for the stereotypical view of a feminist; the majority of the population has associated the appearance of a f eminist to that of a â€Å"hairy, angry lesbian.† Writer, Elana Levine, delved into the controversial topic of feminismRead MoreGender Equality And The Equal Rights1314 Words   |  6 Pageshope for is a country that has equal balance of such roles and is rid of the stereotypes placed on genders today. In the Catholic church, they believe that men and women were created equal but different; everything that God created is good and so we are called to treat each others as equal. Pope francis addressed the situation of gender equality in calling the church to female machismo. Machismo is a term described as being self-reliant and is often associated with men, however, Pope Francis re-defined

Organisational Change Management At Nokia- Booster Programme

Question: Describe about organisational change management at Nokia? Answer: Executive Summary For this project, The Company we have selected is the Nokia. Nokia is a world famous company into telecommunication, originated from Finland and was established in 1865. Nokia being a renowned mobile devices manufacturing company and holding a prominent market position was affected due to major technologies adopted by its competitors in the mobile communication industry. The aim of this project is to discuss how the Nokia undergone major strategic changes to regain its market position. Are You Daunted by the Thought of Due Assignments? Avail Our Services and Receive Assignment Help from Experts. Introduction Nokia has undergone a major organisational restructuring, in which it has revived its organisational goal, vision, mission and objectives into clear and specific new strategies as per the current market requirements or competition (Amanda, 2013). In the past recent years Nokia has lost its market throne to its competitors Samsung and Apple, because Nokia failed in adopting latest mobile technologies, because of which the company struggled to regain its profit and revive its market top position again. This project thus focuses on how Nokia has brought major organisational strategic change by adopting Windows Phone Platform (Muhammad, 2010). Organisational Change at Nokia Change is an unavoidable process or a phenomenon. An organisational change can be achieved only bringing behavioural changes in the individuals of the organisation. A change in the organisation cannot be achieved by bringing changes in the group, teams or company. An organisational change can only be achieved when individual changes (Kotze, 2006, p.17) At Nokia Company the major organisational change happened with the initiation of Booster Programme in the year 2008. The Booster Programme was introduced looking at the ever changing customer aspirations and development of latest technologies among the competitors. In the Booster Programme, the company restructured its nine business units into four business units. With the purpose to include rapid production and innovation, the company also restructured all its manufacturing and development processes into just three horizontal business units (Amanda, 2013). The Booster Programme came up as a daunting organisational Change programme for Nokia. This programme was brought in effective in just one week by providing 100 new jobs. With the onset of new jobs, the old Nokia employees jobs were saved and they were not required to switch other jobs. The only change these employees faced was that the teams to which they belonged were reconfigured. This reconfiguration of teams was done with a mindset of skilfully and rapidly reconfiguring its human resources so as to meet the ever changing customer needs and demands (v, 2010). With the implementation of team reconfiguration, the Nokias senior teams were totally committed to deeply involve the employees into organisational strategies and implementing the organisations structure based on projects. Now looking at the adoption of latest technologies by the various competitors, Nokia shifted its strategic change towards the development of technological platforms through which millions of people worldwide can join together easily and rapidly. Thus the companys long term success was seen in its capacity of bringing innovations. At the worst time of recession in 2009, the companys innovative ideas of involvement and constantly strategising were put on test. During this time the decision taken by Nokia was to actively involve all its employees worldwide into the business transformations. At this time the companys whole focus was on its Market business, which was a newly formed enterprise whose focus was on retaining the customers and creating new and prompt customer solutions. In the past years, Nokias major emphasis was on developing a flexible and adaptive organisation by using the talents of its employees present in the market business. This was the time when the Company Nokia entered its Booster Programme (Martin, 2010) The origin of the Nokias Booster Programme was marked in the year 2008. This programme began with a team comprising of Maximilian Kammerer and Ian Gee and two other designers, whose aim was to boost the awareness and skills of each Nokia employee by motivating the regional teams to work efficiently and effectively across various functions. Another aim was to enhance the capacity of utilising and acquiring the external resources so as to meet the organisational performance goals. The last aim was to transform the whole business units from line based structure to an organisation where all the competencies can be pooled through a pragmatic or a project structure. Nokia was very ambitious for this program and thus it ensured to cover all the 5000 employees and encourage the concept of cross-functional and cross-hierarchical working. Above all the budget and time for this programme to be rolled was very less i.e. just three months and Nokia successfully implemented this program within the decided timeline and budget. The Nokias design team was very clear with the point that if they follow top to down traditional approach in bringing the change then it will be a very slow process and will not allow the timely involvement of employees being a part of the solution by using emerging technologies. With the rapid onset of social latest network technologies a new environment has been created in which Nokia has to make a long term commitment for its employees by involving them to play at a faster rate and come out with innovative and critical thinking (Zell, 2003). The team for Booster Programme decided working on two streams of activities. One was two day face to face workshops with the team leaders and the second was creating online social network community which ensures the broader involvement of all communities. The two day workshops were designated to major location in the World like Beijing, New York, London, Dubai and Paris where about 100 change leaders were allotted to each workshop. These workshops were designed to teach the employees about the major change the Company will be undergoing and to tell them why change is important and how they will be benefitted so that minimum resistance come at the time of implementation (Cameron, 2012) After the completion of the workshops, around 700 employees returned back to their teams and engaged themselves in the ongoing process of change. At this point the online social committee created came into the picture. The design team with the specialist partners or designers came up with an intranet site which was accessible to al the employees of the markets business and workshop participants. This intranet site helped the senior managers and change leaders to easily conversate and exchange ideas with the experts and community members. Thus the combination of traditional workshop and latest online community proved to be a success where 5000 employees joined the booster programme and made the communication and interaction among the employees, community members and senior managers a easy task. Resistance When the company announced for manufacturing windows based phone- Lumia, thousands of employees protested as they were shocked that they might lose their jobs. They also argues that Nokia Lumia phone is not capable of adapting different hardware. With this decision, there were waves of resignation by the top leaders like Chairman, vice president, CTO (Culcmsralte, 2012). Apart from employees Nokia saw the resistance from the market and customers too because they disliked the Microsoft and its offerings. Also the network operators were against the Windows phone because they got worried with the skype (Yarow, 2012) feature available at Windows phone which will risk their international calling business. The shareholders also showed resistance because their share price drastically dropped by 10% (Amanda, 2013) Managing Resistance to Change Nokia can manage the resistance by adopting various strategies. It could have educated the staff about the change and explained them why it is important and how they will be benefitted. The staff could have got the support from their managers who timely educate them about the change and help them to overcome their fear and anxiety. The resignations could have controlled by offering incentives and benefits after implementing the change. In case if employees are still not ready for change then forcefully they have to make accept the change by threatening them to loss of their jobs (ADKAR, 2013). Conclusion The Nokia is really working hard in connecting its people. The best example we discussed above is its Booster Programme. The company is bringing organisational changes to cope with the competition but the employees are affected with such changes. The effectiveness of change management is measured by how the stakeholders goals and interests are satisfied (Paton, 2000). Nokias decision to switch to Windows phone has been a controversial discussion. This decision has been logical but was not totally nonsense. This decision was made in a rush because of which all the stakeholders were shocked and lead to disastrous consequences (Wall Street Journal, 2010). Thus from the above project we can conclude saying that Organisation first should identify the reason for change. In an Organisation there are different people working together whose mindset and risk taking capacity is different. They have creative mindsets and when the ideas get insufficient then comes the entry of brainstorming sessions. Thus we can say that Organisational changes are good for the organisation if they are properly planned, managed and executed. Although Nokia started its Booster Program to eliminate the gap of communication at the time of change and initiated the workshop programs but still its decision towards Windows Platform mobile application did not proved to be a success. References ADKAR Change Management Model Overview. (2013). Change Management Learning Center. Retrieved from :https://www.change-management.com/tutorial-adkar-overview.htm Amanda H.C. Lam. (2013). Change Management at Nokia. Retrieved from https://dadablog.net/publications/ChangeManagementAtNokia.pdf CAMERON, E. and GREEN, M. (2012). Making Sense of Change Management : A Complete Guide to the Models Tools and Techniques of Organizational Change 3rd ed. 3rd ed. Kogan Page Ltd. Culcmsralte. (2012). Change and resistance to change. Leading in a changing world. Retrieved from https://culcmsralte.wordpress.com/2012/04/01/change-and-resistance-to-change/ Kotze, R. S., 2006.Performance: The Secrets of Successful Behaviour.s.l.:Financial Times Prentice Hall. Muhammad Habibullah Khan. (2010). Project of Change Management on Nokia. Retrieved from https://www.scribd.com/doc/27597324/Project-of-Change-Management-on-Nokia#scribd Martin. (2010). Inside Nokias Booster Programme. Maemo.org. Retrieved from https://talk.maemo.org/showthread.php?t=42435 Paton, R and McCalman, J. (2000). Change Management: A Guide to Effective Implementation. 2nd Edition, London: SAGE Publications Ltd. Leading Change, Transition Transformation. (2013). Retrieved from :https://www.adelaide.edu.au/hr/strategic/leading_change_toolit.pdf The Wall Street Journal. ( 2011). Full Text: Nokia CEO Stephen Elops Burning Platform Memo. The Wall Street Journal, Dow Jones Company, Inc. Retrieved from: https://blogs.wsj.com/tech-europe/2011/02/09/full-text-nokia-ceo-stephen-elopsburning-platform-memo/. YAROW, J. (2012). Nokia's CEO Talks About How Skype Affects Carrier Relations. Business Insider, Inc. Retrieved from: https://www.businessinsider.com/nokias-ceo-says-carriers-hate-skype-and-its-affecting-windows-phone-sales-2012-5. ZELL, D., (2003). Organizational change as a process of death, dying, and rebirth. The Journal of Applied Behavioural Science, vol. 39, no. 1, pp. 73-96 ABI/INFORM Global. ISSN 00218863.